• 2015-10-26

Top Hiring Mistakes to Avoid

Top Hiring Mistakes to Avoid

CEO SUITE

Hiring is a critical step in establishing a startup business and starting on the right track. Many entrepreneurs don’t realize just how important it is to pick the right people and how to do it. But the major key is, don’t hire people for open positions with tasks that you can’t do yourself. Avoid the following mistakes so that you don’t waste the recruitment process on the wrong candidates, and you ensure that the right ones will always stay.

Hire For a Position Whose Tasks You Can’t Do

As the CEO of the company, it’s one of your main tasks to recognize the talent and potential of the candidates that you want to join you. But in order for you to do that, you also need to be able to learn the ins and outs of the tasks of each position that you want to fill in. Not only will this help you select better candidates, but it also gives you insight on how challenging each position is and allows you to adjust accordingly.

List Skills They MIGHT Need in the Future

One of the things startup businesses do when they look for initial hires and that they think will help them get better candidates is list all the skills that they are looking for at present, and skills that may come in handy in the future. What this does is set unrealistic expectations that only fend off good candidates. Instead of focusing on current multiple skill sets, look for candidates with the right attitude and outlook regarding professional growth that aligns with that of your business.

Dismiss How They Answer During Interviews

Let’s face it. With so many articles and videos on the Internet about how to answer difficult interview questions and basically how to ace the interview. From dressing up, to body language, to how firm your handshake is, the Internet has got applicants covered with regard to passing the interview with flying colors. While there isn’t necessarily anything wrong with this, you shouldn’t base your decision solely on one interview. If time allows you, let the candidate do real-time but non-critical task, or have him work a day or two with you to really see if he can back up everything he said he could do during the interview.

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