How Not to Hire
Posted June 10th, 2013
Finding the right person for the job is not easy. It involves an effective interviewing process. But too often, hiring managers make it harder than it has to be because they make a number of easily avoidable mistakes.
One of the most common problems is the unrealistic expectations the hiring manager has about meeting the qualifications for the position. The manager believes the perfect candidate is out there somewhere, someone who fits the job description exactly, and who happens to live 20 minutes away. These kinds of expectations are one thing that can throw a monkey wrench into the process.
Another problem is that hiring managers expect to find these perfect candidates and also pay them bargain basement salaries. The fact is that if you are going to hire someone who has been a stellar performer, and one who specializes in a highly-skilled area, she is not going to come cheap.
Everyone always says they want a new person immediately, but then they take several days to look over resumes, another week or so to schedule interviews, and more time to decide whether to have a candidate back for another interview. What the hiring person needs to take into account is that there are probably other companies out there who are chasing the same candidate, and so if you move to slow, you lose the person to someone else.
Hiring managers also approach candidates focused only on a “what can you do for me” attitude. And while this is certainly important, the hiring managers neglect the other side of the coin – communicating to the candidate why that person should want to work for this company, what the company has to offer the candidate. The manager needs to sell the company as well, especially to a candidate who may be looking elsewhere.
And, finally, sometimes hiring managers are just looking for a certain type of person for the job – someone like them, or someone similar to a person who has been successful in the job. Managers need to realize that a person does not have to be a carbon copy of themselves to be successful, and they should not screen out candidates simply because they don’t fit the manager’s preconceived idea of what constitutes a great candidate.
If your company is looking for top-flight IT professionals in the San Francisco Bay area, Bayside Solutions can provide the personnel you need. Give us a call today.
