Common Hiring Mistakes to Avoid And Foster A Great Company Culture: A guest post

by Michael Haberman on November 28, 2018 · 0 comments


Follow these suggestions to improve your hiring.

Today’s post is written by Ashley Lipman. 

Building a strong, inclusive company culture is all about finding the right people to come together and be a team. It can be challenging for HR professionals and hiring managers to assess whether or not someone will be a good fit, not only for the role but also with the other employees.

Hiring the wrong person is an expensive mistake that costs the company money and morale. Here are some of the most common hiring mistakes to avoid when trying to foster a great company culture.

Failure to Assess Complementary Skills

A lot of hiring managers make the mistake of sticking to the job description and assessing only the skills and qualities listed. In reality, many candidates bring so much more to the table that is often overlooked during the hiring process. For example, a candidate with an eye for design and the ability to craft appealing invoices (view more heremight be overlooked when applying for an accounting position but could bring forth skills that benefit the company as a whole.

Hiring managers and HR professionals need to consider how other skills that are seemingly unrelated to a position could benefit the department or the organization in its entirety. These skills help cultivate connections with other areas of the business and add cohesion to a team.

No Diversity and Inclusion Policy

“Diversity and inclusion” has become a buzzword in the business world, which is both a blessing and a curse. It’s a positive thing because it highlights an issue that has long rankled the business world. On the other hand, the fact that it has become a buzzword has caused close-minded business leaders to write it off as a passing fad.

Contrary to what the latter group believes, having a strong diversity and inclusion policy when hiring can create a stronger company culture and benefit the bottom line. These policies encourage hiring managers to move past unconscious biases and bring different experiences and perspectives into the organization. These diverse perspectives help a company reach a wider range of people and become industry pioneers.

Focusing Only on the Resume

There are two schools of thought when it comes to resumes as an effective metric in the hiring process. For some, they believe the resume is the be-all-end-all of a candidate application. For others, it’s an often inflated summary of what someone has accomplished. The truth likely lies somewhere in the middle: A resume is a summary that to be considered as a small piece of the overall puzzle.

To get a great idea of whether or not a candidate will be an effective member of a great company culture, you need to look beyond the resume. Consider using the 30-30-30-10 hiring rule, with 30% of the focus being on the resume and references, 30% being on the interview, 30% being on skills tests and assessments, and 10% based on a “gut feeling” toward the candidate. By adding these weights to the various metrics of the hiring process, you ensure you get a well-rounded approach to assessing the individual.

Too Many or Too Few Hiring Partners

Having one person handling all of the hiring is a recipe for disaster when trying to create a strong company culture. By having one hiring manager or HR professional screening and interviewing clients, you’re only getting one perspective on whether or not a person will fit.

Conversely, having too many cooks in the kitchen will spoil the broth. A panel of five hiring partners has the potential to become convoluted and contradictory, making it challenging to come to a conclusion on who should be hired.

The ideal number of people on a hiring panel is three. One representative from HR, and two managers or supervisors of the department that’s hiring. This will give a well-rounded perspective with the added benefit of a built-in tie-breaker.

Not Considering a Recruiter

Working with a recruiter isn’t a solution for everyone. However, failing to even consider it as an option leaves a lot left to chance. A recruiter is a valuable resource for finding someone for a specialized position or for finding the right candidate for both a role and a company culture. Additionally, they will be focused on finding a person rather than having internal hiring managers trying to balance hiring with their daily responsibilities.

To successfully work with a recruiter, find someone who has a proven track record of success with similar roles. You will want to work with them and define your hiring goals while keeping open channels of communication on both ends. If you have a lot of hiring in the future, consider working with one recruiter on retainer as they will become well-versed in your company needs. Alternatively, work with a contingency recruiter who gets paid if and when they find a successful candidate.

Having a strong company culture ensures the longevity and succession of a business. The ability to work together as a team, striving toward one common goal is a beautiful thing that pays dividends.

Ashley Lipman is a super-connector who helps businesses find their audience online through outreach, partnerships, and networking. She frequently writes about the latest advancements in digital marketing and focuses her efforts on developing customized blogger outreach plans depending on the industry and competition.


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