When it comes to hiring, it’s all about putting the right person in the right job at the right time. The hiring process is full of potential pitfalls which can cost a company tens of thousands of dollars. Hiring managers often find that they hire someone extremely qualified with lots of impressive skills and a solid work ethic that just doesn’t work out. Why?
They don’t fit into the company culture.
To foster a great company culture, hiring needs to be about more than what’s on a resume. Here are some common hiring mistakes to avoid to find the right person for your organizational culture.
Not Investigating Goals and Values
To know how a person will fit into your organization, you need to know what motivates them. What do they value in a workplace setting and in their life as a whole? How do they picture this job helping them reach their long-term professional goals? Is this a stepping stone or do they plan on being with you for years to come?
There are no wrong answers here. You may welcome the variety that comes with driven professionals who plan on moving on within the next five years. Just because their values don’t align with the company, doesn’t mean they aren’t a great worker, just that they might not work well in your office. There are a lot of personalities to manage in a workplace, and finding someone with the goals and values that align with those personalities on a deeper level is essential for success.
Failure to Assess the Whole Person
There used to be a line drawn in the sand between one’s work and personal life. Time, generational values, and the advancement of technology have resulted in the winds of change that are blowing that line away. To find the right person for the job, a hiring manager needs to be well-versed in the Whole Person Development theory.
The Whole Person Development theory takes a deeper look at how the various areas of one’s life impact another. For hiring managers, it’s understanding how one’s social consciousness, physical and psychological health and well-being, and existence outside the office will impact their professional life.
Getting Caught on Gimmicks
When applying for a job, candidates will often bolster their resume and experience with fancy verbiage and ambiguity. For example, someone may list that they were responsible for overseeing the sales and distribution of over five billion units of inventory. If that person sold cars, it would be an impressive number. Alternatively, if that person worked at a paper company and was counting individual sheets of paper, it’s less so. An accountant may state that they have advanced experience in putting together professional looking invoices when in reality, they use a template from a website. (For example, https://www.freshbooks.com/invoice-templates/category/other.)
Fluffing up a resume is a purely human response to the pressure of a job search and doesn’t mean someone should be discounted as a potential hire. It does, however, mean that hiring managers should review documents with a grain of salt and look beyond what’s on the paper to assess the bigger picture.
Falling Into Nepotism
One of the biggest mistakes hiring managers can make is selecting someone or giving them preference because of a personal connection to someone in the company. If they’re knowingly interviewing the CEO’s favorite cousin, the pressure may be on them to hire that person. Doing so can not only put someone under qualified into the role, but it can also create negative ways throughout the company culture.
Employees need to know that everyone is doing their part to keep the business moving forward and that their coworkers were selected for their skills to help the process along. While hiring someone with a familial or friendly connection to the organization’s leadership isn’t always a negative, that person has to work harder to prove that they deserve to be there for the company culture to flourish.
Failing to Use All Available Screening Tools
The hiring process doesn’t need to consist of only pre-screening, interviewing, and hiring. There are plenty of tools for hiring managers to use to assess skills and personality traits before making a selection. These tools, like the Hogan assessment or Big Five test, can help hiring managers get a more detailed look at a candidate beyond the resume and gimmicks.
The failure to use these resources often links to another hiring mistake: rushing through the process. While having an unfilled position is rough on the company– both on the employees and the bottom line– rushing through the process will only exacerbate the problem. Lengthen the hiring timeline and ensure all resources have been exhausted for assessing someone’s fit with the organization.
The right combination of people in a workplace can create a winning team that has the potential to be unstoppable. Hiring managers need to prioritize putting the right people in the right role to create a great company culture.
Today’s blog post is written by guest blogger Ashley Lipman from The Blog Frog. Ashley is a content marketing specialist and award-winning writer who discovered her passion in providing creative solutions for building brands online. Since her first high school award in Creative Writing, she continues to deliver awesome content through various niches. We hope you enjoyed it!