The reason I'm doing this video stems from a session I did this morning with someone who owns a business, made a hiring mistake and reminded me that there are some things many managers, many business owners do that causes them to make poor judgments, make poor decisions that proves so costly. So I thought I would cover a couple of different alternatives that can be painful in an effort to try and help you head them off.
The first thing starts off with-- have you formulated a list of criteria that you're going to use, a number of requirements that someone must have, for being qualified for the role and then, from there, have you figured out how you're going to evaluate for them?
You know, for many people, they have this list of skills that's fairly ambiguous, the questions they asked
Every from interview to interview bias creeps in, they wind up making mistakes and wonder what went wrong. Standardized interview questions that you probe for to get clarity works far better than doing an ad hoc interview where you spontaneously decide what to ask. That makes no sense. It's where mistakes occur because, often, what happens is that people forget to cover certain things and wind up hiring someone who has skilled deficiencies.
So, always take the time to select the criteria, the requirements necessary for the role and how specifically you're going to evaluate
also when you interview you miss the signals that are being sent. So for example, for this person who operates a business that's really very fast paced, he chose to ignore this
signal that this person wanted something, shall we say, a little bit more contained, not quite as busy as he was stepping into. The result was, it was a failure. He chose to ignore what he said to him, because the person was the husband of an employee, and yada, yada, yada . . . it was a big failure.
Going into the interview, you forget to prepare or you fail to prepare. You forget to cover the points to test whether or not they actually have the requirements for the job. You don't really evaluate people adequately to know what their real skills are and where the their deficiencies are. I'm not suggesting to ignore deficiencies, but you need to know what they are the see if they're insurmountable problems.
Another thing that people do is I keep posting ads in the same place and the result is the same "merchandise," the same people keep seeing the ads over and over again with the result winding up being, dealing with a pretty thin labor pool. Always post outside of the normal sites that you use. Always broaden it. Drop off the ones that are failing. But, ultimately, you want to be going to different places than you always do.
Another thing people do is they don't phone interview or video interview and, thus waste an inordinate amount of time at the first interview that could have been done by phone but, because they feel compelled to talk to everyone because they're there, they keep them around much too long when a decision has been made in 10 minutes, that person hangs in for 40 because the person's too embarrass the bring it to a conclusion. Always be prepared for your interviews.
They have too many people involved in the process, as well, evaluating and assessing talent, and, often, those people are unprepared because you haven't told them that they're going to be interviewing. So, the result winds up being that they they do too much talking. They don't do enough listening . . . which brings me to the next thing which is talking rather than listening.
So often, hiring managers start over-talking about the opportunity. The result winds up being the more they talk the more they like you but you're not as a hiring manager learning anything about the person if you were talking.
Always put yourself in the position where you're the decision maker and, instead of just simply flapping your gums, what you're doing is evaluating people.
The last point, and this one I can't stress enough, they don't check references. So many hiring managers skip over that with the result being that people are hired who are other people's thieves, scoundrels, and worse so I'll just simply say, always check a reference before you consider hiring someone.