who-we-are-cdh-150x150In the article, 10 Hiring Mistakes to Avoid, posted in Strategic Finance by Doug Arms & Tony Beck, they discuss the 10 most common hiring mistakes that professional firms make.  Here are a few of the highlights:

  1. Using a Generalist Instead of a Specialist
    • If your hiring process is centralized, then too often the person in charge of it is a generalist, not a specialist. That means there’s a lack of understanding and engagement regarding the real requirements of the position. Keep in mind there are reasons that specialists exist. If you need heart surgery, you go to a heart surgeon, not some-one who “also” does heart surgery or is willing to give it a try.
  2. Failing to Provide Sufficient Feedback
    • If you partner with someone who’s going to assist you in acquiring highly skilled talent, the success of the collaboration-whether internal or external-depends on how well you communicate. Unfortunately, some managers don’t provide any feedback about why they rejected candidates other than that they were “not a fit.”
  3. Limiting Yourself to ”Active” Candidates
    • According to the U.S. Department of Labor, Bureau of Labor Statistics, the unemployment rate for college-educated professionals in the United States is a mere 2.5%, which means that the number of active job seekers is extremely small compared to the much larger pool of passive candidates.
  4. Forgetting to “sell” the Position
    • One of the most common mistakes we see is the posting of a generic job description. By “generic,” we mean that the skills and responsibilities required for the position are simply listed without being weighted in relation to how important they are or how frequently they’re used in the job.
  5. Moving Too Slowly
    • With the intense competition for top talent in the market-place today, candidates are going to wait only so long before moving on to the next opportunity. In fact, LinkedIn reports that 47% of global talent say they want to receive a follow up communication after an interview. Successful hiring managers are courteous and timely manner feedback and are truthful with the candidates so that they can manage their expectations.
  6. Not Committing to the Search
    • It isn’t unusual for a hiring manager tasked with conducting the interview process to feel overburdened given all the other work he or she must handle. This causes some managers to draw out the process, interviewing one candidate a week over a number of weeks.
  7. Skipping Reference Checks
    • An interview reveals whether a candidate can do a job. A reference reveals how that applicant will do the job. In recent years, though, the value of reference checks has become hotly debated because if a former employer says something about the candidate that becomes a cause not to hire him or her, the company can be sued. So more and more, reference checks are becoming little more than employment verifications
  8. Ignoring the Pipeline
    • One of the best talent management strategies any company can use is to maintain a steady pipeline of talent. Think about it: If you don’t approach people on an exploratory basis, you have to start from scratch when it’s time to hire a new employee. That isn’t only time-consuming, but it’s risky, too.
  9. Asking Too Many Leading Questions
    • Asking leading questions is a symptom of a poor interview technique. For example, “I see from your resume you have several years of intercompany consolidations experience. I’m sure this is second nature to you by now, correct?” as opposed to “Tell me about your experience with intercompany reconciliations.” Unfortunately, when a candidate simply nods in agreement or utters something like “that’s sounds great,” the hiring manager often gets the impression that the candidate is “average” instead of “outstanding.”
  10. Not Taking the Pressure Off
    • Finally, in order to make a good hire, you need to be able to evaluate candidates without feeling under pressure to fill the position right now. Rushing is a recipe for disaster because you might hire someone who isn’t a good fit simply to fill the position and unburden your other employees. Unfortunately, tl1is can cost botl1 time and money.