Every employer has done it. They’ve hired someone that they think they can trust – someone who interviewed well and seemed to have all the right qualities – only to realise later that they were way off. Sometimes the employee was a bad egg all along. Other times, the fault may lie with you. Whatever the case, here are some of the most common mistakes to avoid during the hiring process so that your workforce is forever happy and loyal.
Making your search too narrow
After hiring the wrong person too many times, you may start upping the job criteria on job listing sites. Whilst you do want to weed out the inappropriate applicants, you may be scaring off some employees that actually do fit the bill. Start widening your net and interviewing multiple applicants through multiple job sites and recruitment strategies. You may have more of a chance of finding your perfect employee.
Not selling the job’s perks
Some of the best employees know that they’re good enough for the role. They don’t worry about selling themselves to you, instead they look for a job that sells to them. If you’re not advertising the job’s perks and only focusing on what you want from them, you could be losing out on good applicants. Consider advertising company prospects, employee benefits, a ‘friendly atmosphere’, as well as even giving a case study on some of the amazing things your company has achieved and could achieve in the future.
Going on first impressions
Sometimes a single interview isn’t enough. More companies are introducing multiple interviews or trial shifts – sometimes even trial weeks. Many people interview well by putting on an act or point blank lying about their experience and skills. Introducing a lengthier trial period will make it harder for these applicants to keep up the act, forcing them to reveal their true colours. Having a probation period can further reinforce this.
All applicants need thorough training – otherwise they’ll do their job badly or quit due to feeling neglected. Even if they have had plenty of previous experience in the role, every company has different methods of doing things. Find time to train these staff members. If you yourself can’t find this time, consider delegating some training to some of your trusted employees (just make sure they’re not too busy either). There are also companies such as Citrus Training that can offer courses in aspects such as health and safety – if you have the money you could pay for new employees to take such a course. Other approaches to use on top of these include writing a handbook and using eLearning tools.
Being unorganised with initial admin
New staff may also leave if they feel the company is disorganised with initial admin. This includes contracts, getting put on the payroll and being told when to start. Make sure all of this is in order so that your new employee feels like they’ve just been recruited by an organised and professional company.
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