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A business is only as good as the people who work in it. When you are making a recruitment decision you are taking on responsibility for the cohesiveness of the staff and diversity in your workplace in addition to cherry-picking the kind of talent that can help to drive your business forward.
Making good choices about the people who will represent the company and drive its future should not be rushed. Taking the time to contemplate the fit of a new hire can spare you a great deal of heartache and having to redo the whole process six months down the line road because of incompatibility. Having adequate software such as an applicant tracking system can help save you time by narrowing down individuals who meet the needs of the company. Your discerning eye can do the rest.
It can be a big mistake to hire on the basis of talent alone. Some large global businesses like Google don’t pay too much attention to hiring graduates with MBAs or other heavyweight qualifications. They have come to realize that people that make it without college or University qualifications are often the most exceptional. Of course, it’s important to choose applicants that can meet the professional or creative requirements of the job, but their skill-set shouldn’t be the only characteristic you vet them for.
An applicant’s personality also determines how well they’ll work with others, how they problem-solve, and their likelihood to abandon the company should they be offered a bigger salary by a competitor. Aim for applicants that meet the talent quota but also deliver a personality that will work well with others.
This hiring mistake can piggyback off the previously mentioned pitfall of rushing in: not anticipating company needs may cause you to make impulsive and hasty recruiting decisions. Understanding where the organization currently is and where it’s headed can add value to your recruitment selections. Before recruiting new members to your team, consider how applicants may meet existing needs but also their potential for fulfilling future needs. Otherwise, you could end up having to recruit double the staff over the long term.
Finally, learn to trust your gut feeling. If you have been in business for a long time, you will have a good idea of what your business needs in terms of its people. Let your instincts guide you – if a candidate feels right, then they probably are right.