I talk about a few of the mistakes both HR professionals and hiring managers make WAY too often.
This is a video that's designed to speak to hiring organizations, but HR and hiring managers, neither of us are immune to making these mistakes. I want you to hear that loud and clear. Don't point fingers at the other. I'm telling you, I've seen it out of both sides. So here's a couple of things that I have run into pretty regularly, that organizations do way too often.
So, the first one and this one is particularly grievous, especially in this time of social media is making a promise you can't keep. Now, you know, there are sites where people can be critical and have an audience.
Like when I started recruiting in the 1970s (yes, 1970s), there was no venue, no public forum other than complaining to friends about what's happened. But, now their is. And if you don't think that people share stuff like this, where people are burned, you are sadly mistaken.
As a hiring manager. I know you're desperate to fill a slot and need some help. As an HR professional, I know you've got some metrics and you have a hiring manager and your boss breathing down your neck to fill the job. Don't make a promise you can't keep, that you have no control over because, eventually, it's going to come back to haunt you and your organization.
Another mistake that I see happen (and this one tends to be more about the hiring manager) is hiring someone for the wrong reason. Now, you know, the classic example is Aunt so and so has called you up about their niece or nephew who's a wonderful human being . . . That's a classic example.
But here's another one . . . that colleague of yours who has someone that they networked with, that they've known for a long time who really could do this job and you don't interview them as thoroughly as you do somebody off the street. As a result, you trust their judgement to social proof without putting them through a wringer to evaluate them as thoroughly as you might a stranger. You can't do that.
Just because someone else provides a testimonial doesn't necessarily mean that they're right for you in your particular needs. So, get in there and really assess this person hard and fast and deep, and then make a decision about them. And if you decide not to go with this person, very simply explain to a colleague where the deficiency was. Let's see if they can speak to it because sometimes they'll say, "Oh, you're right. They don't really have that kind of a background. Thanks for bringing that to my attention." They will appreciate your honesty for coming to them directly.
And that, of course, leads to the not conducting a thorough interview by not being prepared. So I know you're multitasking and you're coming out of a meeting and there are four people at your door and there's someone in the reception who is waiting to talk to you. So recognize that you need to just take a minute or two to settle yourself, focus in on this person and focus on the resume
Get clear about the standard questions that you want to ask and, based upon what you hear, the atypical questions, the follow up questions, you might want to be can make sure you cover those points based upon what you see on the resume and the little things that may give your hesitation.
Lastly, a mistake that people make is expected way too much out of their staff. You know, a person comes on board and you expect that an individual to come in, they've got great qualifications, but they've got an emotional side as well . . . and they're not machines and they're not going to work 90 hours a week and make it look good.
Recognize that, sometimes, just like you're exaggerating the job a wee bit, they're exaggerating themselves a wee bit, too. And if you're going to demand superhuman effort from them, and pay them average money, you're barking up the wrong tree and you're going to be disappointed.
There's a lot more variances on that, but you get the idea. At the end of the day, if you expect way too much out of your people, All they do is burn them out, piss them off and make them leave.
ABOUT JEFF ALTMAN, THE BIG GAME HUNTER
Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job
search with more than 1300 episodes and his newest show, “No BS Coaching Advice.” He is a member of The Forbes Coaches Council.
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