5 Common Hiring Mistakes
2009 | Jan 14 in Home Page News , Systems , Management , Leadership
By E-Myth Business Coach
Your hiring process, like other systems in your business, is about creating
consistent, predictable results. Whether you're a two-person business, or a
company with 300 employees, a hiring process will take the guesswork out of
finding the right person for the job.
Don't think you need a hiring system? What if you had to hire 30 people at a
time? What if you had to have somebody else in your organization do the hiring
for you? How can you be sure that you'll end up with the best possible person
for the position?
An example we use with our clients is that of Olympic judges. Olympic judges
have pre-defined scoring criteria that they all adhere to as they judge each
event. You can watch an athlete perform what you think is the most amazingly
perfect display of athleticism, and the judges will end up giving them a poor
score because of a detail you missed. Why? Because the judges have consistent
criteria to judge with; they're all on the same page and they can choose the
winner based on those criteria. It's the same thing for your hiring process. You
need a system in place that allows you to consistently choose the candidate who
scores a perfect 10!
5 Common Mistakes to Avoid
Keep the following list of common hiring mistakes in mind as you build your
hiring process. Remember, it's never too late to build systems into your
business. Even if you're not hiring right now, by creating a hiring system,
you'll be prepared when the time comes.
Assuming a new hire is the answer – If you're considering
hiring a new employee the first thing to ask yourself is: "Can we
achieve our desired results without hiring anyone?" In other words,
force yourself to consider all of the options you have at your disposal
(besides adding people) to produce the result you want. Only move forward
with your recruiting and hiring systems when you've determined that a new
employee is absolutely necessary.
Confusing recruiting and hiring – In an E-Myth'd business,
hiring and recruiting are separate things. Recruiting involves defining the
position and the ideal candidate and then communicating that recruiting
message so that you attract the right candidate. The hiring process is about
choosing the right candidate. By keeping these two processes clearly
defined, you'll maximize the impact of both and end up with the best
qualified candidate for the job.
Hiring on the spot – There's an old saying that hiring
decisions are made in the first seven seconds of an interview. Seven
seconds? This means that most hiring decisions are made from an
emotional perspective. The candidate just "feels right," and while
trusting your instinct is good; it must be tempered with objectivity. We
sometimes tell clients, "When you feel the urge to hire,
don't." Your hiring decisions are some of the most consequential
decisions you can make in your business — it's essential to have a hiring
system in place that allows you to consider all the pertinent data.
"Selling" the company – If you've done your
recruiting process right, there's no need for you to sell the company to
your candidate because they already know exactly what you are about. By the
time the candidate has gotten to the interview stage with you, you should be
in hiring mode, focused on choosing the right candidate instead of them
choosing you. If you feel like you need to convince a candidate that your
company is "so great that you really should come work for us" then
you've got a problem and it's time to re-evaluate your recruiting process.
Hiring based purely on skill — Don't hire based only on the
candidate's skill set. You should be looking for skill and attitude.
Look for the right attitude because you can always train the right
candidate in the skills of the job, but you can't change anybody.
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