CSD: Hiring Mistakes We’ve All Made
a special arrangement, presented here for discussion is a summary of
an article from Convenience
Store Decisions magazine.
you ever hire an eagle, only to have the person turn out to be a turkey?
The reasons apparent eagles turn out to be total turkeys can usually
be attributed to a few common hiring mistakes.
1. Not Knowing
What You’re Looking For: You
can’t hit the target when you don’t know what it looks like. Define what
you’re looking for by writing a job analysis that spells out the mental
and physical capacities, attitudes, personality and skills you need.
Thinking Outside the Box: One
overlooked source of candidates these days is all the good people who’ve
left the company or were recently downsized. The grass isn’t always greener
on the other side and they may want to come back. It’s worth a call.
Too Easy to Get the Job: Do
you simply collect resumes and applications and hire the person who interviews
best? By taking the path of least resistance, you’re saying you just
need a body to fill the position. If you don’t value the position, can
you expect the person you hire to think any more highly of the job than
Separating the Wheat from the Chaff: It’s
been proven that if you make a hiring decision based solely on an interview,
you might as well have flipped a coin. There are many validated tests
on the market that can identify the capacities, attitudes, personality
traits and skills your stores need most. The real beauty of testing is
that it uses the applicant’s time, not yours.
Too Much: I
have witnessed far too many interviews where the applicant sits smiling
and nodding her head, while the interviewer goes on and on about the
company, his job, his department — even his family. As a rule of thumb,
you should make sure the applicant does at least 80 perccent of the talking.
Mind the Applicant. How Competent Is the Interviewer?: Have
you ever noticed how much shelf space is given to how-to-find-a-job books
at the bookstore? I can usually count 50 titles as compared to the one
there might be on how to conduct a productive interview. This is because
the applicants are buying the books and studying; the interviewers aren’t.
Interviewing is a skill and interviewers need to be trained.
Hawthorne effect holds that “anything you pay attention to improves.” When
you focus on your hiring process and take the steps outlined above, you’ll
make better hiring decisions. Better hiring decisions will improve the
performance and profitability of the entire company.
Questions: What do you think of the hiring mistakes mentioned in the
article? Are there others you can think of? Which do you think you
have been most guilty of?