Future of Work: Why Companies Fail to Hire the Right People
Are you hoping to improve your hiring practices this year so that you can have the best team behind your company? The future of work means that hiring processes are changing and evolving. Aspects like an employee's personality and how it fits into your company culture are more important now than ever before.
To learn more about the mistakes companies make when hiring, keep reading. Avoid these mistakes and make sure you're hiring the right people with this helpful guide.
Not Updating Their Hiring Process
As a business owner, you likely know that evolving your company to meet modern needs is a must for success. The same goes for your hiring processes. Many times, companies have an outdated traditional interview hiring process in place that is no longer effective when it comes to filling positions with the right professional.
Being inclusive in your hiring practice while striving for diversity to attract an untapped audience that was not in the picture during traditional interview methods, such as contingent workers, can help. Tweaking the interview process in order to find the right candidates is a must for those that feel that they are not successfully hiring staff members. While some may feel that there was a large supply of professionals looking for positions, today's market is more competitive.
There are a few things a company can do to tweak its hiring process in order to find the best professionals for the job. Expanding your candidate pool by having a gender and race-diverse pipeline in place is a great place to start. Involving employees in the hiring process is another great way to find the right person to fit the job and the company culture. Keep in mind, your workforce will now include direct W2 employees, and contingent workers. Your hiring process must address both types of workers.
Problematic Job Listings
No matter what job role you are trying to fill, your job listings and descriptions act as a marketing tool that you use to attract potential candidates. To attract talented hires, you should make sure that you include what is in it for them. You want to include these benefits while also straying away from the traditional and generic job descriptions.
You want your job descriptions to make it very clear what the job duties and responsibilities of the role are, as well as what requirements candidates must have to be eligible for the position. This will work avoid not only waste your time, and the time of those that are applying, but it can also help you find someone with the specific education, experience, and ability for the role. Additionally, you want to make sure that you make it easy for potential candidates to apply to your job postings.
Building a great online presence and reputation can help you attract talented hires as well. You want to make sure candidates know your company, and your job roles, exist so that they can find you and apply. You have to find ways for your company to stand out from others hiring for the same exact roles that you are.
Hiring for Skills but forgetting about Personality and Cultural fit
While a hire's skill set and experience are incredibly important factors of the interview process, some companies hire the wrong employees because they are not paying enough attention to the candidate's personality and attitude. Any kind of skills and knowledge are pointless if they won't be put to use effectively. If someone doesn't fit in with your company culture or does not value teamwork, it's likely that they won't be a great asset to your workplace.
While you can train employees on certain tasks and skills, it's not as easy to train traits like interpersonal skills, enthusiasm, and work ethic. You want to make sure potential clients are motivated and willing to be coached. You want to look for soft skills, such as interpersonal skills and emotional intelligence.
Hiring employees for their personality and attitude as well as their hard skills is a great way to find the best person for the role and your company culture.
Ignoring Gut Feelings
When going through the interview process, it's important that leadership and HR pay attention to their gut feelings and intuition regarding candidates. You want to make sure you are paying attention to the impression you get from candidates as well as considering qualitative information.
Before interviewing candidates, figure out what kind of intangible qualities you would like the hire to have. You can then figure out simple ways to test or ask candidates questions to figure out if candidates have those qualities. Observing a candidate's actions can help you get an idea of who they are and how they would benefit your team.
Having Unrealistic Expectations
Some employers may be letting great candidates slip through the cracks if they have unrealistic expectations for who should fill certain roles. If an employer works too hard to find the "perfect" candidate, they risk running through their applicant pipeline. Rather than looking for the "perfect" candidate, instead, work to focus on applicant strengths rather than their weaknesses to find talent that can turn into great employees in the future.
The Future of Work and Hiring
To make sure you are hiring the best fits for your company's job roles, work to avoid the above mistakes. The future of work means that the hiring process is evolving. You want to strike a balance between hiring for experience, skills, and personality to find someone who will fit into your company culture seamlessly.
Are you looking to hire great talent quickly? Get started with us today to get access to contingent workers who can fill important roles in no time.