When you are going through the process of interviewing candidates, it can get pressuring to quickly get a seat filled. However, it’s worse to place someone in the company if they are the wrong fit, not to mention the cost in time and money. You want someone who is interested, passionate and compatible in the workplace. We have put together some helpful tips to help you avoid common hiring mistakes.

Failure to prepare, prepare to fail:

Before you post the job description live for many candidates to apply for the role you are advertising, make sure you know exactly what you are looking for. You will likely be faced with many candidates, all with different skill sets and experience. If you structure the job description so you have all the right duties that are needed, then you have a stronger chance of getting the hire right.

If you don’t feel like the job description is fully accurate to post or send to your recruiter to advertise, then flex your HR muscles and challenge your team to make sure it’s current. Also, think about the below bullet points

  • What skills and experiences do they require (would they also need a degree, even if this is preferable)?
  • What business requirements do you need to meet?
  • What can you add into the person specification?
Once the job description is up to date, think of some characteristics they believe a candidate will need to be successful (if you are unsure of this, ask your manager). A couple of examples of this would be; ‘you need to articulate yourself well’ ‘we are a laid-back team, but we take our work seriously’

Don’t skip a phone interview:

A quick pre-interview 10-minute call can be what it takes to have a successful face to face interview. it also shows that you as an employer and as a company that you are putting in the time and effort to get it right. A phone interview can also prove a few pointers on a CV for example, if the candidate says they have exceptional communication skills you can identify this on an initial phone call and be rest assured you will expect this reflected in the face-to-face interview as well. It can feel daunting to candidates to have a phone call prior to the interview, so begin by telling them that it is only a chat to prepare for the day and it will eventually put them at ease.

Listen rather than talk too much:

Most interviewers talk too much and offer closed questions rather than open ones, as an example of this it could be ‘we need someone with this experience, have you got it?’ whereas if you ask the question like ‘tell me about your experience with xyz?’ then this requires an in-depth response and allows you to formulate questions based on the answers given. You will find that you get a lot more information this way. Remember, that an interviewer’s role is to ask questions that prompt a lengthy, detailed response so always encourage this.

Check references!

Although the candidate looks great on paper, although this is not backed up by employers or colleagues. Some hiring managers shy away from requesting references; however, it is vital to check to make sure you are making the best choice for your company

Top Tip! LinkedIn is a great tool, and you can also look at recommendations and endorsements on here. These can be from colleagues of the candidate that give an honest view of their work performance.

Trust your instincts when hiring someone, and most importantly talk to your team members for their opinion on the candidate too.