Tags
Administration
Benefits
Communication
Communication Programs
Compensation
Conflict & Dispute Resolution
Developing & Coaching Others
Employee Satisfaction/Engagement
Executive Coaching
HR Metrics & Measurement
HR Outsourcing
HRIS/ERP
Human Resources Management
Internal Corporate Communications
Labor Relations
Labor Trends
Leadership
Leadership Training & Development
Leading Others
Legal
Management
Motivating
Motivation
Organizational Development
Pay Strategies
Performance Management
Present Trends
Recognition
Retention
Staffing
Staffing and Recruitment
Structure & Organization
Talent
The HR Practitioner
Training
Training and Development
Trends
U.S. Based Legal Issues
Vision, Values & Mission
Work-Life Programs & Employee Assistance Programs - EAP
Workforce Acquisition
Workforce Management
Workforce Planning
Workplace Regulations
corporate learning
employee engagement
interpersonal communications
leadership competencies
leadership development
legislation
News
Onboarding Best Practices
Good Guy = Bad Manager :: Bad Guy = Good Manager. Is it a Myth?
Five Interview Tips for Winning Your First $100K+ Job
Base Pay Increases Remain Steady in 2007, Mercer Survey Finds
Online Overload: The Perfect Candidates Are Out There - If You Can Find Them
Cartus Global Survey Shows Trend to Shorter-Term International Relocation Assignments
New Survey Indicates Majority Plan to Postpone Retirement
What do You Mean My Company’s A Stepping Stone?
Rewards, Vacation and Perks Are Passé; Canadians Care Most About Cash
Do’s and Don’ts of Offshoring
Error: No such template "/hrDesign/network_profileHeader"!
Blogs / Send feedback
Help us to understand what's happening?
Reason
It's a fake news story
It's misleading, offensive or inappropriate
It should not be published here
It is spam
Your comment
More information
Security Code
Is Your Company Making One of These Top Five Hiring Mistakes?
Created by
Lori Johnston
Content
Let’s be honest: If you could do it again, you may not hire some of the employees on your staff.
Some candidates might have seemed good on paper, but now that they’re part of your team, their abilities don’t match up with their resume. Maybe their work ethic isn’t as strong as it appeared during the interview process.
Don’t get discouraged, but instead learn from the mistakes companies make during the hiring and interviewing process. Marion Bayers, a human resources consultant with Leading Edge Human Resource Services in Fort Myers, Fla., identified five frequent hiring errors.
1. Hiring the first person that comes along.
Being desperate to fill a position, which Bayers calls “crisis hiring,” could cause you to offer a job to the first warm body that expresses interest in the job. That individual may be unqualified, and it could be costly in the long run when you have to rehire and retrain someone. Having a job description also will help you measure the qualities each candidate possess and make a smart hiring decision.
2. Lacking training to conduct a proper (and legal) interview.
Provide training so that you, your managers, or other staff members don’t jeopardize your company’s ability to attract and hire qualified individuals, or incur a lawsuit. Mistakes include discriminatory questions about religion, sexuality, or race. Also, if you or your managers talk, talk, and talk, you could miss the opportunity to adequately learn about a candidate before offering them the job.
3. Conducting insufficient reference and background checks.
Take time to call the candidate’s references and find out their strengths and weaknesses, as well as past job performance. Also, opting against paying for criminal history, drug, and even credit checks could get your company into trouble if an employee commits a crime while on the clock. A company could get sued for negligence, if a worker harms a potential client or existing customer, Bayers says.
4. Dragging your feet about filling a position.
If your company is not ready to hire someone for the job, but the job candidates think there is a current need to fill the position, you’re being unfair to the candidates, Bayers says.
5. Being narrow-minded.
If you only think someone who is young and energetic can do the job, you may be missing out on the opportunity to hire a more experienced or more introverted candidate. You also could face a discrimination case, Bayers says. Don’t fall into the trap of being too narrow-minded regarding the type of person you think is the best fit for the job.
From having an open mind to taking the time to do your homework in the hiring process, you can correct mistakes companies often make and find the right employees for each job.
Copyright © 1999-2025 by
HR.com - Maximizing Human Potential
. All rights reserved.