3 Common Hiring Mistakes

Here are three mistakes hiring managers commonly make:

1. Ignoring leadership clues

The most successful hiring professionals understand leadership ability is enhanced through community involvement. John Rizzo of Michigan Glass Coatings of Auburn Hills encourages his employees to belong to groups such as the Rotary, Lions, and Kiwanis. Not only does it help his company give back to the community, his people are learning valuable leadership skills. Volunteer organizations from soup kitchens to Little League to service clubs to church and school organizations only progress when the volunteers demonstrate the ability to get things done with limited human and financial resources. These skills translate directly into the workplace as employees use the skills, they learn in the volunteer sector to do a better job. The benefits are not just for small and mid-sized businesses. General Mills has committed part of their human resources department to helping employees find the right volunteer activity based on their personal interests. They have more than 70% of their employees serving the community while they learn improved leadership skills.

2. Hesitation to share the job description

People know their strengths and limitations better than the interviewer can determine based on a resume or interview. By presenting a candidate with an?accurate and complete job description?during the interview process, the candidate will have the opportunity to determine how challenging the job will eventually be. There is no guarantee they will back away from a job if they see they are under qualified, but their demeanor and reactions will be heavily influenced by their comfort level based on their perception of their talent aligned with the job description.

3. Not looking for someone better than yourself

This is a very common mistake by supervisors. Many supervisors feel hiring someone more talented than they are will place their job in jeopardy. Ronald Reagan summed it up when he said, “Leaders are not judged by what they do, leaders are judged by what their people do.” The supervisor that understands leadership knows that their organization will only grow and prosper when they increase the total organizational talent – a process requiring the hiring of the most talented people available. The practice pays a dividend to the supervisor as they receive credit for a more productive organization while they learn from their employees.

More information

Patrice & Associates has had high standards for candidates since their founding in 1989. Even in these times of employee shortage these standards are in place. It is working for them as new records are being set for successful placements. All candidates have proven performance in a like title position in similar concept with proven tenure of not more than three jobs in the last nine years. For more information, contact Rick Weaver at [email protected].

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About Patrice & Associates of Rochester Hills:

Since 2002?Max Impact Corporation?has leadership and business development consultancy across a wide variety of industries. In 2018 the company added a franchise of?Patrice & Associates, considered by many as the Gold Standard of Recruiting. Still under the leadership of?Rick Weaver, Patrice & Associates of Rochester Hills has more than 150 offices and more than 300 recruiters in the United States and Canada finding hidden management talent, primarily in the hospitality sector.