7 Hiring Mistakes Leaders Must Avoid to Build A Winning Team

Hiring Mistakes: Conclusion

In this series, we’ve looked at the most common mistakes you can make when hiring. People are the most important asset of any organisation, it is exactly that, human capital. People make your products, the sell it, they market it, they identify and think of solutions. With the right team, your business will be resilient against market dynamics and ready to take on the world.?

Follow these simple hiring steps to transform your recruiting activities and build a team that will change the game for your business.?

1. Align stakeholders and craft a compelling scorecard that everyone can get behind and sign from the same hymn sheet.?

1. Design the recruitment process so that you are clear what and how you are assessing for different criteria.?

1. Each interviewer in the panel should have a clearly defined role and focus area for their interview with candidates. This will ensure a good candidate experience and much deeper levels of assessment.?

1. Communicate clearly and regularly with candidates, identify the person that will be responsible (often it is us as recruiters) and have regular feedback sessions scheduled.?

1. Make what is expected of them in tasks and homework clear and simple to candidates. Spend time with them to clarify expectations and format.?

1. Regularly check in throughout the process with candidates on their compensation and benefits expectations to avoid any nasty surprises at the last minute and don’t try to low-ball offers.?

1. Conduct reference checks with people you’ve chosen with candidates to validate what has been learnt throughout the interview process and how to set the candidate up for success.?

This is not an exhaustive list, but some of the more prominent and regular issues we see happen.?

The Bottom Line:?

If you value the impact that people can have on your business, then make sure you follow a structured, intentional and data-driven process. The hiring process is the shop window that candidates see when assessing whether they want to join your firm or not. Give them every reason to want to join, rather than making them climb over an assault course. In the modern world, this can make or break a candidate's decision. Imagine as if this was a dating process, ghosting and lack of communication wouldn’t lead to a marriage. Don’t do it when hiring.?