Believe it or not, hiring is similar to dating. At first, you ask general questions to see if he/she has any traits that you’re looking for. Then, after a long period of time (usually), you decide to take the relationship to the next level.
Now, think of the “next level” as the job offer that a business owner makes during the hiring process. Like a relationship, the process of hiring a new employee takes time, energy, and money.
That being said, a lot of employers don’t take recruitment as serious as they should. I’ve heard way too many stories of small business owners who hired a new employee, only to have him/her leave after a couple of months. This is the last thing that any employer would want.
That’s why I’m here to share the 3 biggest hiring blunders you can make for your small business, so you can improve your hiring procedure:
It’s Not Just About the Resume
When hiring, you need to consider more than just a candidate’s skillset and experience. You must make sure that the new employee will be compatible with your company’s team, mission, value, and culture. If not, it’s an expense that can really hurt your business’s finances.
When evaluating a candidate, you need to consider the person’s character, attitude, and principle. Start by creating behavioral questions to gain a better understanding of the person. That way, you’ll be able to better gauge the compatibility between the candidate and your firm. Remember, a skill can be trained but a person’s trait is semi-permanent, so make sure that the next person you decide to hire is well-matched in terms of skill and values.
Don’t want to be the bearer of bad news, but there is no such thing as a quick hiring process. Obtaining a new employee needs to take a while, so you can be confident that you chose the right person for the job. Don’t become impatient and choose the first qualified candidate you interview, there could still be better options out there in the hiring pool. It’s definitely worth the time to screen out your applicants to ensure that you don’t hire a low-quality employee.
Also, if it does take a long time, don’t get discouraged by the amount of candidates who appear to be unfit for the position. Keep searching and posting about the job opening, and you’ll eventually find the person who fits your criteria. When it comes to hiring, it’s definitely better to be safe than sorry so take your time.
The Affinity Effect
The affinity effect can be a small business owner’s worst enemy when it comes to hiring. If you’re unfamiliar with the term, it’s when you hire someone who is too much like you. Basically a clone version of yourself. A lot of employers are tempted to hire someone who appears to mirror your characteristics, but just because a candidate may be like you, doesn’t mean that he/she is the best person for the job.
Choosing applicants who are very similar to you can create groupthink, and outside perspectives that may tweak or even challenge your ideas to improve them will be eliminated. You need to find a person who share similar values as you and your business, but in a way that will compliment your ideals not imitate them. That way, you’ll have someone with a different perspective on the functions of your business.
There is no such thing as the “perfect candidate”, so you should stop searching for one. However, there are recruits who have the potential to become the perfect employee through proper guidance. Applicants that may not have the best resume but has the right personality can become a star for your firm.
Just make sure that the new hire you choose isn’t a clone of you and matches your firm’s core values, mission, and culture. Also, learn to take your time when filling a vacant position because the last thing you want is an employee who goes from full-time to no-time. Remember, don’t judge someone on just his experience and try to dwell into his characteristics and attitude when making your final decision.