Everyone makes mistakes – even managers like you aren’t immune (you’re still human, after all).
Sometimes, it’s no big deal: you didn’t look at the office shopping list properly and accidentally bought the wrong size batteries or you accidentally printed the wrong paper size.
Other times, they aren’t so harmless: you accidentally sent a confidential email to the wrong recipient, or you misread your calendar and turned up late to a meeting.
Without a doubt however, one of the worst mistakes you can make as a manager or business owner is hiring the wrong person.
Recruitment is a key part in keeping your team working. Make a recruitment mistake, and you might find the entire organisation suffering, having to pick up the slack or work around a dead weight.
If you ask our employment agency in Melbourne, 9 times out of 10 hiring managers make the wrong call due to one of the following mistakes.
Know what these mistakes are, and you’ll be able to avoid them and get the best hire for the role!
Our recruitment agency in Melbourne shares the 8 most common recruitment mistakes you MUST avoid
Mistake 1: casting too wide a net
We get it, you want to meet (and interview) as many people as possible. And often, that’s a problem.
A lot of hiring managers deliberately write their requirements in broad terms in order to draw in as many applicants as possible.
The result? A lot more work reading emails, vetting resumes, and conducting interviews, leaving little time for all of your other responsibilities.
If you ask us, the mark of a good recruitment program isn’t the number of applicants it generates, but the quality of the candidates you’re able to draw.
Long story short, it pays to be selective when hiring – just be sure not to be too choosy, as you could end up missing out on quality applicants. It’s all about striking a balance.
Don’t have the time? Our HR recruitment agency can look after all the prep work for you and essentially help you find the best candidate for the job.
Mistake 2: rushing things through
It sounds pretty basic, we know – but you’d be surprised by how many recruiting managers seem to get this wrong!
We’ve all been there: your team’s overworked, and you need an extra pair of hands, now!
You look at the first application that crosses your desk and think – they’ll do!
So you hire them, only to find out as the weeks go on that they’re just not the right fit for the job at all.
Luckily, there’s one thing you can do to avoid this: slow down.
No matter how tough the situation or how strong the application, that’s no excuse to not do your due diligence.
Resist the temptation to rush in, and take the time to check references and verify certificates and qualifications.
Oh, and while we’re on the topic of rushing things through…
Mistake 3: making your mind up too quickly
So you’ve just finished the first round of interviews, and you’ve been drawn to one applicant in particular.
You’re into the same things, conversation comes easily and you just get a good vibe from them, plain and simple.
Alternatively, you’ve come across an application with a stellar resume and qualifications that are exactly what you’re looking for.
That’s great – however, that shouldn’t make them a lock.
There’s always the risk of some issue that doesn’t present itself immediately springing up later.
More importantly however, rushing through one applicant can lead to an ever better – or more appropriate – applicant being overlooked for the role!
Mistake 4: failing to prepare
Going to a job interview is stressful – what a lot of people don’t appreciate is that it can be just as tough from the interviewer’s standpoint as well.
Interviewees aren’t the only people who’ll need to prepare – so too do interviewers.
Unfortunately, many first-time hiring managers don’t seem to realise this!
Before the interview comes up, be sure to think about what sorts of skills, experiences and traits you’re looking for in a candidate. Once you’ve got this, you’ll want to prepare interview questions that’ll help uncover whether the interviewee ticks those boxes.
For example, if the role requires someone who can think fast on their feet and solve problems, throw them into a hypothetical situation.
Conversely, say long-term thinking is a make-or-break factor – in these cases, ask them about how they plan things out.
Luckily, our employment recruitment agency is here to help with that. In addition to fielding candidates, we can also sit in on interviews with you, giving you an extra head to rely on in the interview room.
Mistake 5: focusing only the resume
It’s true that qualifications, skills, and experience are crucial in the hiring process.
However, they aren’t the only things that matter – how well you “click” with an interviewee plays a role in the hiring decision.
Think of it this way: if you hire this applicant, you’re going to work with them day in, day out.
Naturally, you’ll want somebody who:
- Fits in with the team
- Shares the same attitude towards work as you
- You just “click” with on a personal level
Their resume can be fantastic and their qualifications stellar. However, if your personalities, methods and way of thinking clash completely, it can cause a lot of unnecessary workplace drama.
That’s why it’s so important to think about the “softer”, intangible side of things when hiring – something that the best employment agencies in Melbourne keep in mind when sifting through applications.
Mistake 6: forgetting that experience doesn’t always equal competence
Just because they’ve done something in a previous job doesn’t necessarily mean that they did it well!
This is why it’s so important to ask follow-up questions during the interview. If they mention an experience that might be relevant, be sure to press them for more details.
You may be able to get an idea of the outcome, as well as the process they formed to reach that outcome.
Mistake 7: not giving a test or task
A candidate can say a lot of things on their resume or in an interview. The best way to make sure they’re the real deal however is to actually test them by giving them a task to perform.
That can take the form of a quiz, a hypothetical task, a research project or a mock presentation – anything that forces them to demonstrate all the skills they’ve listed in their interview.
In some cases, this can even take the form of personality, problem-solving or aptitude testing!
Our recruitment agency in Melbourne looks after all stages of the recruitment process, including testing if needed. As part of our commitment to finding the perfect candidate, we can create in-depth personality or skill tests to see just how much an applicant knows.
Mistake 8: hiring a less-qualified person to save money
We get it, you need to save money – however, that shouldn’t come at the expense of missing out on a talented job applicant!
Don’t make asking salary the sole consideration when hiring!
Good staff pay for themselves, end of story. While it may be a little pricier upfront, a strong candidate can more than make it all back with their skill, insight, and experience – and importantly, longevity!
Here’s a mistake most don’t think about: hiring without consulting an employment recruitment agency!
Think of it this way: recruitment is a long, time-consuming process.
Instead of focusing on your day-to-day responsibilities, your days will be filled with writing up job descriptions, flipping through resumes and preparing for and conducting interviews.
And what happens if you don’t get it right? Then it’s right back to the drawing board.
That’s what our recruitment agency in Melbourne is here to help out with. Our job is simple: to ensure that you get the best possible person for the job – and to take care of the entire process.
With our extensive experience and skill at matching people to the role, we can ensure that you get the right fit the first time.
We even offer “unbundled” recruitment services for clients who don’t need the full beginning-to-end recruitment services.
You can also visit us for recruitment agency in Melbourne: pop into our office at Level 5, 437 St Kilda Road, Melbourne VIC 3004, if you prefer a more hands-on approach.