Avoid These Common Hiring Mistakes For Your Future Success

You hear it all the time, and I say it all the time. The hiring process is critical. So what can you do to make sure you get it right the first time?

An article posted recently in Fast Company by Patty Azzarello highlights a few mistakes hiring managers sometimes make and ways to avoid them next time.

1. Past accomplishments might not translate to future accomplishments. So they did something impressive? That’s great, but figure out how the skills they used to do that impressive thing will transfer into this position.
2. Does an advanced degree mean they will be the type of leader you need?  It all boils down to experience. Eagerness to learn is valuable, but how has that been balanced with actual situations they’ve handled? During the interview, present real life scenarios that your organization has dealt with in the past; this might help you understand how they would make future decisions.
3. Resume, experience, and the position itself. Azzarello says that too much experience in one field may be a bad thing. Instead, asking how their experience has progressed over time is a better gauge. Also, be clear on what exactly the position calls for. Will they be leading a team? What kind of day-to-day decisions will they need to make? Answers to these questions will help you understand the necessary vital skills and competencies.
4. Making a decision based on personality. Personality is also useful when determining fit into your culture. However, personality isn’t everything. After all there is still work to be done. Are they adaptable? You may love them but what about others? Conduct interviews with more than one person present so that you can compare notes and get multiple perspectives.
5. All talk and no walk. Azzarello also points out the gift of gab that some potentials have. A great gift indeed, but can they deliver when necessary?  Make sure they don’t dominate the interview so that you can ask the questions that are most important to you, to get a good idea on how their problem-solving skills relate to the position.
6. Checking references. People come across great on paper and if they have the gift of gab, the interview may also not point out any potential problems. You must follow up with reference checks. If you’re too busy, task another team member to check references.

Are there any other things an employer should pay attention to when interviewing and hiring? What’s your top priority when hiring? Leave me a comment below.