Employers: Are You Making These 6 Common Hiring Errors?

6 Common Hiring Errors?

Employers: Are You Making These 6 Common Hiring Errors?

One of the problems Minneapolis employers face in a competitive jobs market is ensuring a positive candidate experience which extends all the way through to onboarding for your new hire.

If you’re guilty of the following common errors, it’s time to review your hiring process:

Endless application: Qualified candidates don’t have the time – or the inclination – to complete lengthy application forms. With the majority of job searches now carried out on a mobile device, a 1-click apply is a priority to attract the passive talent your organization needs to achieve its goals. When was the last time you put yourself through your company’s online application process? Eliminate the questions which are unnecessary (and can be illegal) during an initial screening process unless you are a civil, federal or Minnesota state agency. Keep it concise to gather the key information you need to expedite your hiring process. A lengthy time to hire equals lost talent.

Post interview silence: If you have a preferred candidate but need time to carry out internal processes before making a job offer, tell them! A post-interview silence means your prospective new hire will continue their job search and may be offered a better job in the meantime. The balance of power in today’s employment market lies with qualified candidates, not hiring managers. Keep the lines of communication open while you complete your in-house procedures.

Forgetting to request necessary information: After making your choice, move fast to ensure your job offer is accepted. Growing numbers of candidates are turning down job offers because they’ve already received an offer from another company. Save time by asking for all the information in one hit rather than requesting bits and pieces across a number of e-mails or telephone calls. Continually asking for more items will not only frustrate the candidate but suggests that you are not organized as an employer – which doesn’t bode well for a successful hire.

Asking your prospective hire to give notice prematurely: Your offer of employment is subject to background checks. If you haven’t completed your background checks, you cannot expect your prospective hire to hand in their notice. If something detrimental to their employment is revealed during your vetting process you will be forced to rescind your job offer, leaving your candidate in a difficult situation. When you have received a positive response for all necessary checks formalize your offer to enable your candidate to safely resign from their current position.

Now allowing for ample notice: When a job offer is made, hiring managers too often expect the candidate to start work within a week of their acceptance. This places undue pressure on your new hire and is not conducive to a positive onboarding experience. Typically your pre-hiring process will take several weeks. Give your new employee time to provide their current organization with sufficient notice and tie up loose ends.

Expecting new hires to incur costs: As a gesture of goodwill, if your organization requires legal papers from your employee which will incur copying and postage costs, you, as the employer, should cover those costs. Whether it’s a set of passport photos or verification of their qualifications, cover the costs as part of your onboarding process. Present a positive culture from the outset.

Finding skilled candidates is tough enough in today’s market. Remove the hurdles to their employment to ensure acceptance of your offer and create a great first impression. It will save the cost of a bad hire at a later stage. 

Tony Fornetti

Tony Fornetti