The Two Most Common Mistakes Hiring Managers Make

That Could Be Keeping You from Growing Your Team Successfully

Over the last 8 years, my focus has been on building businesses through hiring the right people.

In working with 100+ hiring managers in the Automotive industry I’m learned that there are 2 very common mistakes that really impact turnover.

To be clear, when I say hire the right people this includes so much more than their skills and experience. 

The right people must also be in the right mindset, the right location, the right time of their life to take on certain positions. When these other factors are not right, they don’t end up staying for the long-term. Regardless of all the efforts and support a company offers, these other factors can be the reason they end up leaving. 

Hiring the right employees is one of the most critical factors in the success of any organization. Hiring managers have the responsibility of selecting the best candidates for the job, and their decisions can have a significant impact on the company's performance. Unfortunately, hiring managers often make mistakes that lead to poor hiring decisions, and these mistakes can be costly for the organization.

Here are the top two mistakes that you can fix starting today.

Mistake #1: Not Doing Any Assessment Testing

Assessment tests are not always used by hiring managers, but they should be. Assessment testing is critical to the hiring process because it provides valuable insights into a candidate's skills, personality, and work style. These tests help hiring managers make informed decisions and can also help to reduce bias in the hiring process by providing objective data that can be compared across candidates. The assessment is not the be all and end all. The test is there to help you better understand the candidate and will reveal areas of improvement.  I often use it as a method for further conversation and getting to know the applicant better.

Mistake #2 – Don’t Ignore the Evidence

I’ve seen hiring managers often hire on a gut feeling based on how much they vibe with the candidate’s personality.  This is great if all the other pieces fit, however this can be a big mistake when red flags are dismissed. If you find yourself saying “ya but” to their deficiencies, then you may be making this mistake.

So how can you fix this? Well, you must be real with yourself and not go to off track with what kind of employee you’re looking for in that role.  Focus on the big picture and longevity, someone may seem great for now, but do they have what it takes to stay and grow with your organization in the long term?

Also, ask yourself this, does your organization offer the things this person needs? A candidate may take a position for now and compromise their needs for the short term, however those things that are truly important to them will resurface and become a deal breaker later.

These are two things that you can fix in your hiring process and will make a world of difference

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