There are a lot of benefits to having a strong company culture. Employees who work well together and feel like a member of a trusted team tend to be more productive and engaged at work. Leadership skills within strong company cultures are more developed than in companies who lack this valuable asset. All of this culminates into better revenue for a business.
To create a great company culture, you need to hire the right people for your team. Somehow, this effort seems to be more easily said than done and hiring mistakes are made frequently. Here are some of the common hiring mistakes to avoid.
Developing Tunnel Vision
It’s important to consider whether or not someone will be a good fit within the organization, but that can’t be the only focus. On the other side of the equation, focusing solely on someone’s work experience and skills isn’t the right approach either. While their experience with Freshbooks and scheduling might be exactly what you need for the open supervisor position, you need to consider how their personality and flair will work with other members of your team.
Take a balanced approach to assessing the whole person. Do their values align with those of the organization? Will they enhance the company culture and mesh well with your team? Do they have the skills they need for the job, as well as other complementary skills that will boost your business? Take a look at the big picture when hiring.
Lacking a Hiring Process
Many companies view hiring as an arduous process but don’t have a structured standard operating procedure in place. Having a defined hiring process helps to ensure that everyone who comes through the door gets the same evaluation and is measured by equal standards. It also helps keep the process running smoothly, reducing costly delays.
A hiring process doesn’t need to be overly complex. It can be as simple as creating a standard for how a job posting will be formatted, who will be on the interview panel, success metrics for various components of an application, etc. If you don’t have an internal human resources representative, consider working with a consultant to guide you through this process.
Limiting Your Scope
There are a lot of companies who will only post their jobs locally or for a limited period. This limits the number of candidates you can reach. The reason that many companies do this stems from a larger issue of rushing to fill a position, which is a significant hiring mistake made by too many companies.
Slow the process down and take your time to selectively target some different candidate pools, looking at general job postings as well as talent agencies and recruiters. It’s worth being a couple of weeks behind your perceived schedule to ensure you find the best candidate for your organization.
Not Looking Within
Conversely, to looking too close to home, many organizations fail to assess those within their own walls. The best company cultures are cultivated by an organization who understands the value of their people and gives them opportunities to learn and grow. You may have the perfect internal candidate sitting at a desk in another department.
Open job postings to internal candidates whom you already know and trust. Their years of skills and experience developed within the company may provide a competitive edge that external candidates can’t offer, regardless of whether or not they fit the listed qualifications.
Skipping an Exit Interview
If you’re replacing a previous employee, it’s essential that you take the time to understand why they’re leaving before hiring someone else. An exit interview is an opportunity for them to air their grievances and make suggestions about who should take over their role. It can also identify any issues within the company culture that should be addressed.
Failure to learn from your people is asking history to repeat itself. To avoid hiring a poor fit, look at why someone else left and see if there are any adjustments to be made to the role and organization as a whole.
By focusing on hiring the right person for the job, you’ll be able to create a strong, productive company culture that improves employee engagement and productivity.
This guest post was written by Ashley Lipman and may not be copied or published without permission.