The hiring process can be quite challenging for the individuals in charge and/or the recruiting firm.  However, it is possible to avoid common mistakes with well-thought planning.  Also, do not sit comfortably on your current hiring process, always try to find new ways to improve it.  If you are flexible from the start, you have better chance to find the best candidates you possible can for your organization.

Not only it is important to plan well your recruiting strategy, but it’s as crucial to identify the usual mistakes other make or you might have made in the past.  Nothing like being aware of what could potentially go wrong in order to avoid it, right?

  1. Being clueless in regards to your employee’s dissatisfaction

Not only you might ignore why your employees are unhappy within your organization, but you might also ignore the reason (s) why they are leaving your firm all together.  This can’t be good.  To rectify this situation, you should plan to interview each employee resigning.  By understanding why your employees want out, you might be able to solve some of your internal issues and keep valuable employees from leaving in the future. 


  1. Incompetent interviewers

Not everyone is qualitied to conduct successfully an interview. If you care about the quality of the employees you are hiring, you should care about who is asking them the determining questions.  You should train your interviewers to be ready with intelligent and pertinent questions for the candidates.  Make sure they are also knowledgeable about the overall organization so they can answer questions from the potential employees such as benefits, growth opportunities, time off and more.  Sometimes it may be necessary to have a team of interviewers as opposed to only one individual to better interview the applicants.


  1. Bias interviewers

Interviewers can often get their judgement clouded by their own beliefs or preferences.  It is called being bias, and it needs to be avoided when recruiting candidates.  It is human nature to choose and prefer individuals who have interests, competences or even fashion tastes like ours. To avoid this other interviewing mistake, you can conduct group interview.  You can also conduct phone interviews at priory and then select a few candidates for in person interviews.  It is also smart in doubt to ask a co-worker or another supervisor to interview the potential employee to make sure your judgement is right on and not biased.


  1. Overpromising is never good

Your candidates are interviewing and shopping around for the best position for their self-growth and to support their family.  To overpromise them something you cannot realistically offer them can be very detrimental.  Yes, you might get to hire a qualified individual, but as soon as that smart and competent employee realizes he has been played, it will cause your organization more harm than good.  You will waste time and money.  Always be upfront, honesty is the best policy.


  1. Hiring decision timing

An organization should try to avoid at all cost having to make a rush hiring decision.  This could lead to a bad judgment call and costly consequences.  On the same token, the hiring team should not delay the decisions so long that they end up losing their best potential candidates.  It’s important to find a happy medium.

Michael Klein is a premier writer and speaker on all aspects of human capital.  As VP Operations for KDS Staffing, Inc., he has achieved industry-leading success. Michael was awarded, The New York State Small Business Growth Award; presented by Governor George Pataki.  Additionally, Michael has successfully grown and sold multiple firms. If you or your organization would like to discuss hiring needs, contact Michael at 646-350-3015 or

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