Company culture has quickly become one of the most important parts of the hiring process. As new generations enter the workforce, more people are looking to see how a company suits their lifestyle and personality. This means a more positive, well-suited work environment for both employees and leaders.
How do you foster an empowering company culture? Through the right hiring habits. Making hiring mistakes will lead you to poor hires and bad company fit. With so much talent in demand today, it’s harder than ever to find and land the best candidates for your organization. You need to ensure you aren’t making any of these hiring mistakes with your own process.
Mistake 1: Moving Too Quickly
There is often a lot of pressure to fill an open position as quickly as possible. This makes sense since you don’t want your company to fall behind, but it might be doing more harm than good. When you prioritize speed over making sure you’ve discovered the best candidates for the position, you lose out on company culture and you run the risk of a bad hire.
Bad hires waste more than just your time. By the time you’ve hired, trained, and started working with this new employee, you’ve wasted a lot of company funds only to ultimately need to restart the process. Instead of rushing to make the fastest choice, take your time to learn more about the pros and cons of each candidate.
Mistake 2: Poor Job Descriptions
If you scroll through one of the popular hiring websites today, you’ll see this mistake in action time and time again. Too many hiring managers fail to articulate the position effectively. More than that, they often outright describe the position incorrectly, thus leading to poor candidates.
It’s tempting to include a long list of requirements and daily tasks, but these might be scaring away the best candidates. The best option is to speak candidly with those already in this position or superiors who can provide clear insight into the real requirements and daily life of this role. You want your job descriptions to be accurate and truthful.
Mistake 3: Focusing Soley on the Interview
The interview is important, but it shouldn’t be the only important part of the hiring process. There are a lot of ways that the interview can mislead you when it comes to hiring the best candidate. For example, it’s tempting to go with the individual who was the most outspoken or who looked the best, but this might not be the best fit for your company.
While you shouldn’t’ overlook the interview entirely, don’t put as much focus on it. Look critically at professional experience, education, and references to decide the real quality of a candidate beyond their interview skills. It’s often a good idea to include a test or sample exercise as part of the hiring process.
For a marketing position, you can include a sample blog post, for an accounting position, you can have a candidate create an invoice template in a format you prefer. These are real-world exercises that reveal the applicant’s actual abilities, not just how well they speak in an interview setting.
Mistake 4: Overlooking Cultural Fit
As we said, cultural fit is important. This is how well your candidate will be able to adapt to their new environment, and how well they will function as part of the team. It can be hard to know just how well an employee will do at your organization just during the interview process. You need to know what questions to ask to demonstrate their ideal cultural environment.
Cultural Fit Questions:
- What did you like most about your past workplace? What would you change?
- What do you feel are the most effective strategies of a good manager?
- What is your preferred work style?
- When you work on a team, what role are you most likely to play?
Recognize that just because someone is more softspoken doesn’t mean they won’t be a strong team player. Too often, interviews are geared towards extroverted types while ignoring many introverted strengths that can add value to a company. Consider the different roles you think are needed to create a well-rounded team, and find candidates who suit these needs.
Ultimately, you need a quality hiring process that allows the best applicants to stand out. Look beyond the resumes and interviews to assess cultural fit through targeted questions and sample exercises. This is the best way to create a team that works well together for the good of the company.