Executive Search Firm - Diamonds HR

How to avoid 3 Major Recruitment Mistakes

According to one top US recruiter, there are three primary causes of most hiring mistakes:

Primary Causes of Hiring Mistakes chart

He contends that you must solve the "Big Three Hiring Challenges," otherwise better interviewing or sourcing skills won't help.

If you're not seeing or hiring enough good people, or the people you're hiring aren't as motivated as you expected, one of these three reasons is probably the cause.

Here are some ideas of how to ensure much improved recruitment decisions.

1. Preparing performance-based job descriptions when starting the search assignment is a great way to clarify expectations up front.

As part of a rich intake meeting with the recruiter and the hiring manager, it's important that job success is defined as a series of measurable performance objectives. All candidates then need to be evaluated on their ability and motivation to do the work described. This approach opens up the talent pool to a larger group of more diverse and talented prospects by converting jobs into career opportunities.

2. Delaying the yes/no hiring decision until all the evidence is evaluated eliminates many common hiring mistakes.

A series of short 30-minute interviews or instant judgments based on first impressions, affability, or communication skills are a recipe for making the wrong decision. Ensuring objectivity is a critical step in evaluating competency, fit, and motivation. If you've ever lost a good candidate due to a narrow, superficial, or biased assessment, you know how important it is to separate performance and presentation.

3. Conducting a pre-hire performance review ensures the right factors are fully evaluated.

Success is much more than raw technical ability or possessing a set of desirable competencies. How a person's skills and abilities are used on the job, a track record of achieving consistent results, collaborating with others, and how decisions are made are far better predictors of success.

All of this must be filtered by actual job needs, the manager's leadership style, and the company culture. Collectively, this is what drives motivation, satisfaction, and on-the-job success.

Addressing these three critical hiring challenges is at the core of good recruitment.

With thanks to Lou Adler, www.adlerhiring.com, from his article in January 2013.