The Biggest and Most Costly Mistakes Hiring Managers Make
I'll start by saying that if every business leader, those with their feet to the fire as it relates to profit and loss, was aware of the astronomical costs associated with poor hiring processes, there would be far fewer inept hiring managers on the planet. And I'm guessing millions added in profit to the bottom lines of the companies practicing solid recruiting and hiring disciplines.
The first of the biggest and most costly mistakes hiring managers make is lack of defined performance objectives for a candidate. This means the hiring manager has not clearly identified what they need this person to do. So if the candidate or recruiter were to ask the manager how they would know they're doing a good job, there would be little to no guidance or response.
It's kind of like taking a super-important trip without a map. Or making a huge purchase decision without doing your homework. You're not quite sure where you'll end up or what you'll get for an experience. When it comes to business and hiring, this mistake by itself costs countless dollars.
A client of mine had recently decided to hire an operations director. I emailed her a list a tough questions to think about. Questions that enabled her to really drill down and identify the values, personality, behaviors and tasks this person would need to have and perform. It took some time, but in the end it was worth it. The client helped both of us get super clear on what we needed to hire for a skill set. And it helped us find a top-notch candidate.
So take the time to clearly identify what you need a new hire to do. Make a list of the job functions. Make a list of the accomplishments that this person will need to achieve for the first month, quarter, and year. It's a critical discipline for the hiring process.
Best regards.
Cliff Jones
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