Hiring someone to join your team is a daunting task. You’re looking for that dream person – the right skills, personality, and experience.
But can you put a hold on your work responsibilities do find that person? Didn’t think so. You’re probably already doing your full-time job, while picking up some of the work from the job you are hiring for. Now add in the hiring process and you’re getting overloaded.
When you are doing three people’s jobs, nothing is getting your full attention. The hiring process may not the biggest priority.
Here are three common mistakes in the hiring process. Fixing these will make the process a lot easier for any hiring manager.
1. Lazy job descriptions
It’s hard to write a job description. Articulating the ideal candidate, their experience and the skills needed doesn’t come easy. It’s a task that takes time. The busier you are, the less time you have to dedicate to it and the less effort goes into it. Low effort, low results.
If you’re tempted to delegate writing the job description to someone else, think again. The person you delegate it to may not know who you are looking for. And they may not care. The end result is a lazy job description that appeals to no one.
Prioritise writing a job description that appeals to that person you are looking for. Put the time and effort into it and you will get the right results.
2. Moving slow
The easiest way to lose a good candidate is by moving too slow. Set up initial interviews within a timely manner, provide feedback to the candidates within 48 hours and move through the next steps within an appropriate timeframe.
Candidates are not likely to wait around for you to potentially hire them. If they are offered a role by another company they’re going to take it. And you’ve lost out.
Review your hiring process and look at what steps are required and which ones you can cut out. Cut down on long-winded steps and look at how you can speed it up.
3. Messy communications
Right from the beginning of the hiring process, you need to be crystal clear on your key requirements within the hiring team. Make sure everyone understands who you are looking for and stick to it.
As you move through your hiring steps this clear communication will be tested, whether it’s deciding who to interview or who gets the job. Be sure that the hiring team is involved.
When it comes to the candidates, clearly communicate next steps, if you are or are not progressing with their application and what to expect. Don’t give them mixed signals, be transparent with them the whole way through.
