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How to Stop Making Bad Hiring Decisions

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As a hiring manager, you need to perfect your hiring practices to ensure that your hires will be skilled employees. Learn what you should be avoiding.

If you are the hiring manager, or just happen to run the hiring process in your company you probably know that hiring the right person is not as straightforward as most people think. It’s never a matter of selecting the CV with the most skills and qualifications as a lot more goes into making someone a great employee than just their professional background.

To choose the best new hire you need to take into account their personality and their attitude towards work as well, and these are things that you can’t tell by just looking at someone’s CV, which is why the hiring process can take so long.

But, although most hiring managers start each candidate search with the best intentions, often their hiring practices are not on point which results in making bad hiring decisions and employing people who are far from ideal.

Trying different people for a job wouldn’t be bad if employing the wrong people wasn’t costly. Of course, it’s not just in terms of money that a bad hire can affect the company. There are other things you should consider as well, including the negative effects a bad hire can have on team spirit and workload.

Also, to ensure that you’ll make the right hiring decision every time we’ve put together a helpful guide that will help you steer off bad hiring decisions. Make sure that you let me know if you have any further questions in the comment section below.

1. Write a New Job Description Every Time

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If you have a large team of people doing the same or similar tasks you might think that using the same job description every time makes sense. But, you should keep your job posts as updated as possible because just as things change within your company, they also change in the job market as well.

Disciplines change faster these days thanks to technology and your job post should reflect those changes as well. When you post a job, the listing should be up to date and fresh, so make sure that you consult the people in the department for any changes worth mentioning.

Also, recycling your job post could raise suspicions. It could appear that your company has high turnover, and this could reflect negatively on the company.

Make sure that when you post a job you are posting something that would motivate someone who’s talented to come and work for you. Moreover, make sure that you post the job listing somewhere that’s more industry specific and not on a massive board where everyone posts jobs.

2. Be Very Specific in Your Job Description

To attract talent, you need to appear professional from the get-go and nothing says professional like a concise, yet comprehensive job description. Make sure you are specific about the requirements as this could help discourage people who are not qualified for the job from applying. Create a separate category for what is preferred as this could help attract the right people to the job.

Another good idea is to refer to the company culture as it will also help discourage people who are not looking for the type of company culture you offer from applying.

This article could help you write a more effective job description so make sure you read it before writing a job description that won’t benefit you.

3. Take the Time to Speak With the Candidate’s References

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Many hiring managers don’t bother checking references. No matter how trustworthy you think a candidate appears to be you should also check their backstory, not just because they could be dishonest with you, but also because speaking with ex-bosses and ex-coworkers can also help you find out a lot about the candidate.

Finding out about a candidate’s work performance and motivation could be strong indicators about how the candidate will behave in the future so you should take the time and speak with as many people from the candidate’s professional background as possible. Remember not to restrict yourself to their last boss; extend your questions to ex-coworkers as well as they’ll often reveal many truths about the candidate.

This article could help you find some of the best questions to ask during your reference checks so make sure that you check it out.

4. Check the Applicant’s Social Media Profiles

Checking the candidate’s social media profiles may seem wrong but remember that if their profile is public, it probably means they don’t mind who has access to it. Also, a candidate’s social media profiles can help you find out a lot about their personality.

A candidate who appears to have lots of hobbies on their social media profiles is someone who’s probably extremely self-motivated, and people who participate in group sports are generally excellent teammates in the workplace as well.

If you feel uncomfortable going through a candidate’s social media profiles, make sure that you at least check out their LinkedIn profile as it can help you uncover a lot. A candidate who’s savvy about their industry will follow lots of groups and will share industry news on a regular basis.

Someone who is not really interested in their industry, on the other hand, will not share anything industry related on their LinkedIn profile so make a note of how candidates behave on LinkedIn in relation to their work and ask directed questions during the job interview.

5. Pay Close Attention to Their Performance During the Probation Period

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Keep in mind that the probation period is just that, a probation period during which the candidate should try their hardest to impress you. For many employees, the probation period is an adjustment period, and some find it harder to adjust than others, but it’s nonetheless a great indication of how a job candidate will behave in the long run.

An employee who’s eager to learn everything during the probation period and who’s interested in improving themselves will be motivated and will come to you or their respective manager with lots of questions. They’ll also stick to their work hours, and they’ll do their hardest to get through their daily work tasks. All these could help you identify an employee who will turn out to be a valuable asset, but if you see that your new hire has zero motivation and zero will to incorporate themselves into the team, then there’s a good chance you’ve made a wrong decision.

A bad decision, however, is not the end of the world, especially if you’ve realised your mistake during the probation period. Talk to them and address the issues you have and see how they respond.

Avoiding bad hiring decisions is not hard as long as you remember that the key to hiring exceptional employees is to make sure that they are motivated to work. An employee who’s motivated will do anything and everything in their power to get ahead and this also means that they’ll strive to excel as well.

Do you have any other hiring tips that could be of use to recruiters and hiring managers? Share with us in the comment section below.

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