Tag Archive | Hiring Mistakes

Hiring Winning Employees Is Easier Than You Think

hiringAs an entrepreneur, you’re entirely reliant on the people around you to do a great job and keep your brand strong. But sometimes, the people you hire aren’t what you’d hoped for.

They seemed great at an interview, but now they’re in your company and doing the work, they’re not living up to your expectations.
Elon Musk, the entrepreneur behind SpaceX and Tesla, has been mulling the question of how to hire the perfect person for years according to http://uk.businessinsider.com. Back when he was first starting out at Paypal, he put a lot of emphasis on a person’s technical skills.

This, he thought, was what gave them the most value. Soon afterward, he discovered that raw technical ability wasn’t enough: for projects to really work you needed people who were able to work in a team, even if that meant sacrificing a little talent in the process.

Over time, Musk developed his interview techniques. He began to realize that some people could talk the talk at interview, but couldn’t walk the walk when it came to their actual job. As a result, he began asking more probing questions. One of this favorite was to ask about any significant challenges that a person had overcome during their career.

To Musk’s delight, this proved to be a good tactic for discovering the quality of prospective employees. Those who had overcome challenges knew all the intricate details of how the problem was solved. Those who had just been bystanders didn’t.

Of course, as an aspiring entrepreneur yourself, you want to make sure that you’re hiring winning employees. Here’s what to do.

Don’t Hire For A Position, Hire The Person

Many entrepreneurs are simply interested in filling a particular role to carry out a particular function. But this might not actually be a good idea. As an article on http://www.careercamel.com, points out, companies are suffering enormously from high turnover rates. Hiring new people every few months is horrendously expensive and burning a hole in their bottom line.

As such, other companies are changing tack. Instead of hiring for a position, they’re hiring the person. The difference is that hiring the person means that you want them to stay in your organization. Companies that engage employees and give them the opportunity to advance will see more of their staff sticking around for the long haul.

Ask Them To Complete Written Work

Job interviews are almost universally ineffective, thanks to the fact that the people hiring prefer to hire individuals who are just like them. Therefore, it’s a good idea to ask candidates to do something a little different, like complete a writing assignment.

Some companies, like Barefoot Cellars, have gotten rid of the interview process altogether. Instead, they sit candidates down in a room and get them to listen to a presentation on how the company operates. Next, they give them a written assignment to complete before the end of the day: 5 pm. This is where they get to see the real ability of the candidates, not just their polished and refined CVs.


Hiring Mistakes, And How You Can Avoid Them


With the exception of your customers, your staff members are the people who have the most sway over the success of your business. You might have a pretty clear vision of what your brand represents and where it’s going.

However, if the people who work for you are disconnected or apathetic to this, you’re not going to go anywhere fast! Here are a few common recruitment mistakes, and the best ways to avoid them.


Failing to Engage with the Recruiter

Hiring isn’t the most thrilling thing you have to do as a business owner, so it’s understandable that many entrepreneurs treat recruitment as a checklist exercise, view recruiters as a necessary evil, and strive to keep them at arm’s length.

Any good recruiter, whether they’re universal or have a specific niche like a credit control recruitment agency, will need access to your hiring manager to do their job effectively, usually requiring more than one face-to-face meeting in order to expand on the job brief you give them.

If you list an opening with many different recruiters, and request applications and CVs back in a short period of time, it can result in a very low level of engagement, and a poor end result.

Focusing on Skills, Experience, and Nothing Else

A lot of hiring managers, particularly those in the public service sector, put a candidate’s previous experience above all else, which often leads to bad hires. Sure, when you have urgent or short-term contracts to fulfill, then a distinct ability to hit the ground running needs to be in the criteria.

This is pretty much all down to the candidate’s experience in a similar role. However, when it comes to long-term roles, then you need to look past their more quantifiable assets and think about how well their personality will mesh with the office culture and the department they’ll be working in.

Yes, they’re not going to be all that helpful on their first day of work. However, when you train them into the role and they get used to the way your business works, they’ll turn out to be much more valuable in the long term.

Lack of Efficiency

One of the biggest mistakes a business owner can make when running a recruitment drive is failing to move through the whole process efficiently enough. As soon as you’re certain that you’re going to advertise for a role at your business, you need to set the wheels in motion.

This means making sure that all the key decision makers will be available to do their jobs and make the recruitment process happen with maximum efficiency.

If you draw out the recruitment process, you’ll run a significant risk of letting top candidates slip through your fingers. They’ll either lose interest in the position or get snatched up by one of your competitors who placed more emphasis on efficiency.

If you’re doubling as a hiring manager and CEO, then you may feel tempted to place other tasks over your recruitment drive. However, the more you concentrate on hiring efficiently, the better the result will be.