What NOT to do when Hiring Talent

I see these mistakes happen over and over again... so I wanted to create a guide for how to avoid these common hiring blunders.

If you're an organization hiring talent, here's what NOT to do.

Don't use old, outdated, templated job descriptions.

Clients often use job description boiler plate templates that have been used for 7+ years.

A fair amount of businesses don't even have an accurate gauge for what the REAL job requirements should entail.

And if the real job requirements aren't outlined, you risk faster talent placement turnover.

And nobody likes turnover.

Instead of using recycled job description boiler plates, customize each job description for every new hire.

Build it new, work with your internal teams and external partners, sign off on it and watch the magic happen!

Don't have a long interview process.

If the interview process is WAY too long, by the time you select your hire, they may have already accepted a position with another organization and probably have started already!

A long and unorganized interview process = a bad candidate experience.

Instead, create and execute an interview process that is efficient, repeatable, flexible and generates a positive candidate experience.

Don't neglect the importance of soft skills.

Hard skills = technical knowledge and training.

Soft skills = personality traits such as leadership, communication or time management.

Both of these types of skills are vital to successfully perform.

In the interview, candidates will be prepared for commonplace interview questions, so cut through the overused questions and find new ways to truly figure out how the candidate thinks and communicates.

It's okay to be challenging! Allow the candidate to express how they show their true self.

Don't leave your team out of the loop.

You're not the only person who will have to work with the candidate, so bring in other team members.

Their opinions matter just as much as yours.

Don't forget your core values.

Explain your core values and make sure your candidate is aligned with them.

Being a value fit is just as important as being a culture and skill set fit.