5 Assumptions that are Harming your Hiring Efforts

Many Hiring Managers haven’t been a candidate in a long time, and may forget to consider what candidates want. This can present them with some hiring challenges, as they aren’t aware of how the market has shifted. As Recruiters, our job is to educate hiring managers on current candidate demands, needs and expectations. 

One of the biggest challenges I see facing Hiring Managers is due to the assumptions they make during the process. These assumptions often contribute to a more complicated process, and in turn may be harming their employer brand.

The following 5 assumptions are the ones I see most often. Let’s continue to help individuals challenge and overcome their own assumptions. This will help them ensure they are hiring well, providing a strong candidate experience, and improving their employer brand:

1. “Candidates will wait around while I deliberate.”

This is the assumption that ‘keeping candidates warm’ will work, a concept I personally detest because candidates detest it immensely! In this scenario, candidates are kept ‘engaged in the process’ while the hiring manager continues to interview and see who else is out there. Imagine the harm this does to an employer brand and talent attraction efforts. Make decisions quickly. Move someone along in the process, or reject them kindly. But no one wants to be told “Bear with us as we are early in the process and are continuing to interview”. Yet, this is said so often! Decide if they have the skills you need, or they don’t. Decide if they will add something to your culture, or they won't. But, don’t give them a ‘maybe’. This assumption is hurting you because: they likely won’t wait. In fact, more often than not, they’ll lose interest in your organization and continue their search elsewhere. The employer who shows them enthusiasm, genuine interest, and keeps momentum up in the process will secure them.

2. “Candidates will accept a lower base salary than they requested.”

This assumption that ‘salary isn’t everything’ is an old-school view of hiring. Sure, candidates have complex desires and will look at an entire package (benefits, retirement, culture, role, career opportunities, etc.) but to dismiss their salary requirements is a quick way to get a rejected offer, a disgruntled candidate, and a poorly regarded employer brand. Instead, hear their salary requests and take them seriously. If you can afford it and budget accordingly, pay them what or above what they have requested. You’ll have a happy and engaged employee from Day 1 and imagine the great things they’ll say about your employer brand to their friends, family and social network. Imagine what they’ll say if you come in under their request? Exactly.

3. “I won’t make a good choice until I meet everyone available in the market.”

This assumption implies that bad choices are made if you haven’t interviewed dozens of people for an open role. Yet, I have partnered with many efficient hiring managers with clarity, a strong process, and confident decision-making abilities who have met 2-3 people for a role and chosen one who has proven to be an exceptional employee. This isn’t a ‘numbers game’. In fact, there are so many reasons this approach will harm you, your team, your employer brand, and your recruitment support. Instead, work with your recruitment team to ensure you have a clear understanding of what you need/want, have a structured interview process, and you shouldn’t have to see ‘everyone’. You can imagine how quickly word spreads about this technique “Oh, THAT job is still open?! I’ve already interviewed for it” or “Everyone in my network has already interviewed for that role. Why haven’t they chosen anyone? That’s a red flag to me.”

4. “The person I hire has to be perfect and make a huge impact from Day 1”

This is the assumption that the person you hire should have every single thing on your wish-list, be doing this exact job somewhere else now, and not require any training whatsoever. What a tough assumption! This sets up candidates for failure, and sets up hiring managers for future frustration. Every candidate, yep-every single one-even C-level Executives will need some time to ramp up, learn the new culture, meet new people and come up with a new strategy. Be more patient with the individuals you hire. Have goals set for their first 3, 6, 9 months and first year. But don’t be annoyed on day 5 if they aren’t ‘hitting the ground running’. Bring some empathy to this one; were you perfect and did you make a huge impact from Day 1? Or, did it take you some time to get acclimated? Cut people some slack in their early days! Even the best employees and highest performers deserve some time to transition.

5. “My business isn’t impacted by this role remaining unfilled.”

This assumption that your current team or current business associates don’t notice that the role remains unfilled is quite na?ve. Of course they do! I see this often with HR vacancies. Think about an HR Manager or Talent Acquisition role that has remain unfilled for 3+ months. Don’t think there’s an impact on the business? Imagine how hard your fellow HR pros are working while this role remains unfilled. They’re doing the work of multiple people. Picture how your business leaders feel; they don’t have the support-both tactically and strategically that they need from HR. Their perception of HR changes, and you have individuals all around feeling really agitated and annoyed. Consider them. Recognize that you making an efficient and clear choice impacts them, which in turn will help your HR brand, your engagement and retention of your current team.

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We all have assumptions in hiring process, but let’s challenge each other as they arise.

In today’s marketplace, we need to be improving, learning and working hard to improve what so many want to improve: Employer Branding, Talent Attraction, Retention, Employee Engagement, Talent Acquisition.

Next time you’re hiring, consider reading through these and ask yourself “Have I been making any of these assumptions? How can I challenge those assumptions? How can I improve?”

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What other assumptions have you seen harming hiring processes? Do share below! Let’s keep helping those in the position of hiring to improve.