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3 Things Hiring Mistakes Teach You

Posted By: John Sweney on August 12, 2022

It's one thing if you hire an employee and things don't work out and another if this has become a pattern. While you reassess your hiring practices, don't forget to use your recruitment mistakes as learning opportunities.

Here are three things hiring mistakes teach you:

a recruiter meeting a candidate

1. The Cost of a Bad Hire

Unfortunately, most businesses bear the brunt of bad hiring one way or another. In fact, American businesses lose over $1 trillion annually because of voluntary turnover. That number has grown post-pandemic because, now that professionals have become used to working from home, they're demanding work-from-home options—either full time or at least hybrid—or they're walking.

Recruitment is an expensive process, and the last thing you want for your company is to repeatedly spend on marketing, screenings, training and other hiring practices only for employees to leave your firm just before your investment pays off. Recruitment mistakes teach companies to truly evaluate the cost of hiring and to take more effective measures to avoid the expenses of a never-ending recruitment cycle.

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2. The Importance of a Well-Curated Job Description

Sometimes, the reason why a hire is not working out is that they simply didn't know what they were signing up for. This isn't entirely their fault. A vague or incomplete job listing can result in hiring professionals who don't have the skills or aptitude you need.

A major recruiting mistake made by organizations is withholding crucial job details until after hiring. Not only do you need to mention the required details in the listings you post, you also need to discuss them during interviews and other recruitment stages. Otherwise, you may end up hiring a candidate who may be the most organized and amiable person you've met but lacks the core skills needed for the role.

3. The Obvious Recruitment Red Flags

Finally, you get insight into the potential warning signs and red flags candidates exhibit during the hiring process. When a hire doesn't work out, you should revisit the recruitment methods you used and the candidate's responses to them. Additionally, you must also look at how the candidate responded to other elements of the hiring process.

For instance, have the candidate interview 3 people individually (not in a group interview) and collect feedback from all three interviewers BEFORE they compare notes or chat with each other. Invariably, one interviewer will spot the important shortcoming in the candidate but will not say anything if they think the other interviewers love them.

Also, look for the signs. Did they show reluctance to attend optional workshops held for prospective employees? Did they seem unenthusiastic during the onboarding process or struggle during the training sessions? What did their body language convey during the brief time they worked at your company or were one of the prospective applicants?

Recruitment mistakes teach you to trust your instincts but not to completely rely on them. If a candidate seems uninterested in the role, they probably are. Take detailed notes during the interview and after so that you can learn from the signs. And instead of risking hiring them and having them leave the company shortly afterward, choose from applicants who actually seem interested and enthusiastic about joining your organization.

red flag

Brookwoods Group is a Staffing company in houston helping companies in Houston find the right professionals who can move their business forward. If you're looking to fill professional roles at your organization and want to avoid common hiring mistakes, get in touch with our Professional recruiting San Antonio today.