5 mistakes you are making as a hiring manager

As a hiring manager, you have an important responsibility of finding and hiring the right talent for the organization. However, even the most experienced hiring managers can make mistakes that can negatively impact the hiring process.

Here are five common mistakes, in no particular order, that you may be making as a hiring manager and how to avoid them.

1. Neglecting diversity and inclusion?

You must be aware of your biases and ensure that you are creating an inclusive hiring process. Hiring only candidates who fit a certain profile can result in a lack of diversity within the organization. You should take steps to actively seek out and consider candidates from diverse backgrounds to ensure that you are building a team that is representative of the broader community.

Studies have shown that diverse teams perform better, bring different perspectives and ideas to the table, and can help the company better understand and serve diverse customers. It's essential to ensure that your hiring process is inclusive and equitable, considering candidates from different backgrounds and cultures.

“Diversity is a fact, but inclusion is a choice we make every day. As leaders, we have to put out the message that we embrace and not just tolerate diversity.” Nellie Borrero (Managing Director, Senior Strategic Advisor – Global Inclusion & Diversity at Accenture)

By having a diverse stakeholder pool involved in the interview process, you are more likely to eliminate bias. For example, if all the interviewers are of the same gender, race, or ethnicity, they may unconsciously favour candidates who are like them. However, if you have a diverse group of interviewers, they are more likely to see past their own biases and evaluate candidates fairly based on their skills and qualifications.

2. Missing to provide detailed interview feedback

This might seem like common sense to some, but often the feedback provided to recruiters is no more elaborate than a couple of words or phrases. Providing detailed feedback about the interviews you held to your recruiter is crucial.

By consistently providing feedback to recruiters you build a stronger partnership. It shows that you value their work and are invested in the success of the hiring process. This can lead to a better working relationship, increased collaboration, and improved hiring outcomes.

Moreover, feedback from hiring managers about the candidates can help recruiters refine their search and target candidates that better align with the needs and expectations of the organization. This can help reduce the risk of miscommunication and ensure that recruiters can find and present the most suitable candidates which in return will speed up the hiring process.

Through prioritizing feedback, companies can work together to ensure that the best candidates are identified and hired for each role.

3. Overlooking the importance of key stakeholders

While you play a crucial role in selecting the right candidate, involving the team and key collaborators in the hiring process can help ensure a better fit. Team members who will work closely with the new hire can provide valuable insights into the job requirements and culture fit. Involving the team in the hiring process also fosters a sense of ownership and engagement among team members.

When key stakeholders are involved in the hiring process, they are more likely to be invested in the success of the new hire. This can lead to increased buy-in and commitment, as they have been part of the decision-making process and feel a sense of ownership over the new hire.

Additionally, by involving a diverse range of stakeholders, you can ensure that you are considering a range of perspectives and ideas, which can lead to better decision-making and more successful hiring.

Involving key stakeholders in the hiring process is important for ensuring that you are hiring someone who meets the requirements of the role, increasing buy-in and commitment from the team, considering diverse perspectives, and improving collaboration and communication. This way organizations can make better hiring decisions and create a more successful and sustainable workplace.

4. Ignoring the importance of networking and knowing your market

Regularly engaging and networking is essential as it provides the opportunity to build relationships with candidates, other hiring managers, industry leaders, and professionals. These relationships can be beneficial when hiring for future roles or when seeking referrals for other positions within your team. By engaging and networking you can expand your reach and access a wider pool of talent.

You also have the chance to stay up-to-date on industry trends, best practices, and innovations. This information can help you identify candidates with the skills and knowledge needed to drive the company forward to the next level.

When you engage and network in your key markets, you are representing the organization and its employer brand. By building relationships with potential candidates and industry leaders, you can showcase the company's values, mission, and culture, which can attract top talent and create a positive reputation in the market which in return can make it easier to fill those essential hard to fill roles.

Let′s not forget also the opportunity to learn about the competition. You can learn about what other companies are doing to attract and retain top talent and use this information to improve your hiring practices.

Regularly engaging and networking is important because it expands the talent pool, builds relationships, keeps them up-to-date on industry trends, strengthens the employer brand, and helps you learn about the competition. Prioritizing this will improve your hiring decisions and contribute to the long-term success of the company.

5. Forgetting to plan for the future

You play a critical role in the future success of your organization. One key aspect of this responsibility is planning for future hiring needs.

If you start planning for future hiring needs, you can identify potential talent gaps in your team and overall organization. This can help you take proactive steps to address these gaps, such as training existing team members or looking for new talent.

Planning for future hiring needs also allows you to budget appropriately for new hires. You can work with the finance team to ensure that there are the necessary resources to hire new talent.

Planning in advance allows you to build a talent pipeline. You can identify promising candidates and cultivate relationships with them over time, making it easier to fill vacancies when they arise. If you don′t plan you might find yourself in a position where you need to hire quickly to fill a vacancy. Rush hiring can lead to poor hiring decisions, as there may not be enough time to thoroughly evaluate candidates.

Planning ahead allows you to be more deliberate and strategic in the hiring process and allocate the appropriate time to attract and assess candidates.

As part of the planning process, it is important to keep up with industry trends to remain competitive. Keeping yourself up to date with the market and networking will allow you to identify the skills and experience that will be in demand in the coming years and adjust your hiring strategy accordingly. By taking a proactive approach to hiring you can help ensure the long-term success of the organization.

Reflection

Becoming aware of your mistakes can be challenging but it is essential for personal and professional growth. Seeking feedback, reflecting on your actions, engaging in self-assessment, learning from others, and embracing a growth mindset can all help you become more aware of your errors and improve your performance. By being aware of these common mistakes, fostering a culture of continuous improvement, and taking steps to avoid them, you can improve your talent acquisition strategies and attract and retain top talent.