Finding the right talent is a priority for most businesses. After all, they want to keep that talent in the long run. However, in the search for the right talent, they could make the mistake of rushing recruiting talent by skipping a few steps or making blunders during the hiring process. Here are the mistakes to avoid when hiring the best talent for your company.
1. Not editing and polishing the job description
When you start with the hiring process, one of the first things you should do before moving forward is to write a job description. You want a well-written one to attract top talent. However, this is ONE blunder that you don’t want to make when recruiting talent. Before you publish your job description out in the world, you have to make sure it’s accurate, especially the job responsibilities, benefits, and salaries.
Some tips on how to write a job description:
- Specify the job title; eliminate jargon
- Describe their responsibilities and tasks and list down the highlights
- Tell them something that makes your company unique
- Keep it short
- Add a salary range and the benefits
2. Not Building a Network
At one point, you might think that your company is doing well thanks to its employees. But what if you’re hit with a sudden resignation of a great employee? Suddenly, you have to find the best person to replace the job or hire a new talent to join the team. In instances that even if you don’t need to hire someone, it’s always best to consider looking for the right fit and creating a network. This way, when the time comes you need new talent to come in, you’re ready to contact them.
Another way you can build a network is by keeping a list of your previous hires and checking if they’re willing to become part of your company again. This way, you don’t have to check LinkedIn or post a job listing if needed. You can simply contact a talent from your existing pool and re-hire them.
3. Not Considering the Soft Skills of the Candidate
Technical knowledge is necessary when recruiting talent. They could be the best designer or writer out there. What about their soft skills? Many businesses value the soft skills that a talent possesses. And during the interview or hiring process, you need to assess these too. During the interview, you can ask them questions about their communication methods, views on teamwork and leadership, time management, problem-solving, and negotiation. This can help you assess how their soft skills mix with the company culture.
4. Not Giving the Candidate the Opportunity to Elaborate or Discuss Further
An interview is a two-way street. As you talk to the new hire about the company, job responsibilities, and the culture, you should allow them to speak more. Sure, you want to convince the candidate to pick your company, give the candidate the chance to respond and talk more and even ask questions. Your job at the interview is to listen and probe the candidate as they prove themselves to you.
5. Not Thinking Long Term
When a candidate sees your job posting, that should act as the introduction to your company. You can also lead the candidate to your website if the job posting is outside the company. But during the interview, you should tell the candidate what your company could offer the candidate in terms of their career growth. A candidate might not consider working for your business if you don’t tell them what their career trajectory might be if they work there. Plus, let them know what the possibilities for your business would be if they worked for you.
