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Avoid These 5 Common Pitfalls When Hiring 

When it comes to hiring for your business, you can keep costs down and the process streamlined by making proper use of all available resources. In the digital age, you should be outsourcing as many parts of the hiring process as you can to qualified professionals with expertise in hiring qualified candidates.

Anyone can go out and get a fake diploma; it’s important for you to conduct background checks and verify all aspects of your prospective employee’s resume. But candidates are about much more than their credentials.

When you need to make hard choices about allocating those resources to the right places, it’s a good idea to know where to start. Even when you’re prepped and ready to go with interview questions for a sales director or other roles, you’ll still need to avoid key mistakes. So, here are 5 things to avoid when filling open positions in your company.

Using Outdated Technology

Screening unqualified candidates from the cream of the crop is half of the battle when it comes to hiring. This becomes especially true when you are hiring for more competitive positions which attract more underqualified applicants.

Using artificial intelligence (AI) technology is just a fancy way of using computers to screen candidates so you do not need to waste your time or that of your hiring manager’s. Those precious moments wasted sifting through duds could be better spent onboarding the right candidate.

AI has come so far in such a short period of time that you can now find affordable applicant screening technology that can even divide candidates based on their tone of voice. The possibilities are endless, AI may be able to complete a background check for employment depending on the level of intelligence it has. 

Not Recruiting Abroad

There are certainly drawbacks to casting a wider net. First and foremost, broadening your search increases your opportunity to attract under qualified candidates or candidates ultimately unwilling to locate for the position without a premium salary attached. Furthermore, unless you are willing to get drug testing done post-interview, via drug test sites in St Louis and other locations, then you will have to trust the candidates are drug-free.

On the other hand, opening your search allows for you to access a pool of candidates you would never have access to otherwise. Candidates that relocate for a good fit will also be more likely to stick with your company for the long haul, and we all know that it is easier to retain an existing employee than to hire a new one. (And that’s to say nothing of the added stress that comes with hiring!)

And broadening your search does not necessarily need to cross country lines. However, in 2021, it is simpler and more cost-effective than ever to recruit from abroad, so you might want to use this Recruitment agency Shrewsbury in the UK if you’re looking to recruit British workers. There are also plenty of low-cost resources to help secure working visas for professionals like an EB5 program.

Underestimating Soft Skills

First of all, what are soft skills? Soft skills are those abilities that are difficult to quantify in hard numbers. They are the social skills that help us “fit in” into an office environment. Soft skills encompass those innate customer service instincts that some people have, and some people just may not.

Soft skills can be taught, but some people are more naturally attuned to the emotional needs of others. Conflict resolution, problem solving between employees and colleagues, and even career related negotiations can be considered soft skills.

Reading body language and other nonverbal cues can make or break the success of an employee in certain roles. The soft skills necessitated in a sales position will be different from those in an IT support position.

Not Outsourcing

Whether you run a small business or a corporation, it is always okay to ask for help, even when it comes to your business. Hiring professionals are recruiters for a reason: they have streamlined and perfected the processes involved in hiring qualified candidates for every corporate suite position.

Most qualified recruiting firms have decades of experience to draw from for your search. While you may be an expert at what your business does, you likely have not perfected the art of qualified hiring like they have!

Crunch the numbers. Hiring an outside recruiting agency could actually be more time and cost-effective in the long run. (Time is money, after all!)

Recruiters will have their thumbs on the pulse of your industry’s trends and will even have access to recruit passive candidates, and knowledge of how to hire senior managers that are compatible with your business. Passive candidates are potential hires who are currently employed but whom recruiters identify as vulnerable for recruitment for a better fit. 

Underprioritizing Cybersecurity Literacy

As of just a few years ago, employee negligence was still the greatest cybersecurity threat to businesses. An ignorance to cybersecurity threats that target employee error or even employee apathy can spell death to the finances of a small business. While these threats are a drop in the bucket for large companies, even just a couple thousand dollars can spell death for a nascent business.

Cybersecurity is a booming industry in 2021 for a reason. It’s important to hire employees with a basic level understanding of internet security, password security, and common phishing tactics utilized by scammers.

Take care to vet potential candidates by asking them basic email security questions. And if you find your own knowledge base lacking, start with familiarizing yourself with basic phishing schemes and then work your way up from there, as that is the most commonly used strategy by ne’er-do-wells.