Key Mistakes in Hiring
Employers make mistakes without even realizing it, which can lead them to making the wrong executive hire or losing an incredible employee, in turn causing disruption in the department and overall business. At Bristol, we aim to make the hiring process as easy as possible by working with our clients every step of the way. Here are some common hiring blunders employers have made, and solutions that our recruiters recommend to prevent those pesky personnel problems!
High Expectations
Employers often set their expectations so high for their ideal employee that it becomes impossible to find that “perfect match.” They end up being so specific in their desired candidate’s attributes – the ideal person they have made up in their heads – that they immediately reject people who fail to check every single box.
We have seen numerous instances where an employer has passed on an amazing executive because they did not meet every last requirement of the job description. Much later, the client, when they realize their idea of the “perfect candidate” does not exist, wants us to circle back to that amazing executive. Unfortunately, for a number of possible reasons, that applicant is no longer available.
To get around this hiccup, make sure there is a clear definition of the duties and responsibilities of the job, and be open-minded about how each candidate could fulfill those duties. Know that good recruiters already screen job seekers and they only present their clients with those who are ready to take the next step in their careers and who possess the skills and personality that align with the position and company.
No Steady Pacing
Sometimes, the pacing of the hiring process can go too fast or too slow. When employers wait too long to interview the recruiting firm’s provided individuals (or they interview them too early before they are ready to start the next stage), job seekers will most likely lose interest.
Having interactions flow in a timely manner and keeping communication strong, at least with the recruiter (regarding changes, updates, etc.), will result in a smoother process and less candidates dropping out of consideration. Recruiters are there to lighten the workload by sourcing, screening, and regularly updating their represented candidates on their status, so that employers can prioritize and meet with relevant applicants right away.
Feedback is Not Ideal
Recruiters ask their clients for feedback on each candidate once they have been presented, and again once they have gone through an interview. However, sometimes feedback isn’t communicated, or if it is the feedback isn’t always objective. And that can make finding the right person harder.
Is the candidate missing a specific quality or skillset that makes it an automatic deal breaker? Does the candidate not have enough years of experience leading a large team? What was one quality or skillset you really liked about the candidate you interviewed and want to continue seeing in prospective applicants? Rather than making general comments about not “feeling” like a candidate would be a good fit without any supportive reasoning, provide constructive feedback that can gear recruiters towards what you really want in a new hire.
Dropping the Ball During Onboarding
Every executive position operates a bit differently at every company. One candidate that we placed talked to us after three weeks on the job. They said they had trained for three days and then were left alone with no guidance beyond that.
Candidates, just like in this particular instance, may not receive enough training during onboarding, which can result in them getting frustrated and leaving. Employers can’t expect a new employee to understand everything they need to be successful at the company with just a handbook. Leaving a new hire, no matter how incredible they are, to figure out how things work on their own doesn’t leave a good impression on them.
To help new employees settle in, give them a dedicated workspace, a tour of the entire office, and a clear description of the expectations of the role. Provide support and set up necessary training regarding company software, processes, and procedures. Fully introduce the employee to supervisors, coworkers, and all other people they’ll interact with on a daily basis to make sure they are well adjusted and to help them hit the ground running.
Not Using a Recruiter
Recruiters have access to extensive candidate pools and other resources for finding new talent that may not be as readily available to many hiring managers. They are also well-connected within the industries they work. During the hiring process they are the middle ground who can speak for both the employer and the candidates.
Researching and using the top recruiters or recruiting firms for the industry and job level will ensure that hiring managers are enlisting specialists who are familiar with similar opportunities. Recruiters will work with their client to learn about the company culture and their vision of an ideal executive to better understand their particular needs. This way, the recruiters can present top professionals who they believe would be a great match for the company’s role.
Hopefully the next time a job opening arises, employers are aware of these common hiring mistakes and avoid them at all costs. Even though applicants are expected to do their best to impress the hiring authority, executive candidates should also be taken seriously by the company. Minimizing these hiring mistakes will lead to having a smooth and streamlined process, less disruption, and better employees as a result.
Bristol Associates, Inc. is an executive search firm with over 55 years of excellence in recruiting nationwide. Bristol specializes in recruiting for the Casino Gaming; Facility and Concession; Food and Beverage Manufacturing; Healthcare; Hotel and Resort; Nonprofit; Restaurant; and Travel, Tourism, and Attraction industries.
If you’re interested in working with Bristol Associates, click here if you’re an employer or here if you’re a candidate.
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