When it comes to building a successful company, it’s all about who you hire. A company is like a puzzle. Beneath every operation, role and deliverable is a person, and the person responsible for each of those responsibilities is going to dictate its success. In short: the people within your organization are your most important assets.
However, many companies make mistakes when it comes to hiring. They might hire solely for the role and not the company as a whole, or they might hire preemptively before responsibilities have been clearly established. Sometimes they just make a rushed decision and end up housing a bad apple.
Remember, your company is a reflection of the people you employ. If you want to be successful, you’ll want to avoid these 7 hiring mistakes at all costs:
1. Hiring Simply Because You Can
You’d be amazed by how many companies look to start hiring as soon as they have the cash. Business appears to be good, and so they believe the obvious first step is to start spending it on new employees.
But ask yourself what roles and responsibilities you are actually hiring for, and then question whether your current team could handle those responsibilities on their own.
Cash doesn’t necessarily mean you need to spend it, nor does booming business mean you need to hire more people. Audit your company, examine how your employees’ hours are being spent and see if you can make what’s already working more efficient, instead of adding more cogs to the machine.
More employees doesn’t necessarily mean fewer problems. In fact, it usually means the opposite. The bigger you get, the harder it is to keep the orchestra playing together. Don’t hire people just because you can.
2. Not Properly Defining The Roles And Responsibilities You’re Hiring For
Building off the above, another unnecessary misstep companies make when hiring is not properly defining the role they’re hiring for. They hold interviews and onboard new employees, only to leave them helpless and destined for failure because they have not fully thought through what these new employees will actually be doing.
This is a fatal error for two reasons:
First, it is a recipe for disaster for the company. Instead of improving efficiency by adding more resources, you now have to spend even more hours managing your new employees.
Second, it’s unfair to the people you hire. Without a properly defined role, they won’t know good from bad, wrong from right, success from error. Within a short amount of time, they will feel frustrated and uninspired. This will lead to a bad attitude, which will affect work culture.
Defining the role you’re hiring for and putting processes in place to train and set new employees up for success are fundamental parts of building a successful business. If you can’t do this with a company of 10, how are you going to scale to a company of 1,000?
3. Not Doing Due Diligence
If you end up hiring someone severely unqualified for the position, you have no one to blame but yourself.
Anyone can make themselves sound great on a résumé. But for all you know, “successfully managed a fully automated and global social media campaign” could be fancy speak for being in the same room while someone else created a Facebook ad targeting people outside the United States.
This is why it’s so important that you take the time to really get to know the people you are considering hiring. Take them out to lunch. Grab coffee. Learn about them. Be aware of how they field questions, what stories they tell and how they speak about their former employers. Call their references. Ask around. It’s up to you to do your due diligence.
4. Hiring Even When Your Gut Tells You Not To
Business is half logic, half emotion. Someone might look great on paper, but if you get that feeling in your gut that they aren’t the right fit or won’t be able to deliver on your expectations, you have to trust that. Graduating from a stellar university or having worked for a well-known company doesn’t mean they’re the person for the job.
What’s on paper is important, sure. It will give you a good sense of their skills and previous experience. But you often know deep down whether you (and the rest of your team) will work well with the person sitting opposite you. In many ways, hiring is a diluted form of finding the right co-founder and deciding to start a company together. You would never start a company with someone you didn’t feel comfortable with and trust. You should make your hiring decisions in the same way.
5. Hiring Because They’re Good For Company Culture
Some people believe that you should hire for company culture only. You should look for certain personalities, for certain quirks and attributes that mesh well with the collective persona. But it’s important to recognize that it doesn’t matter how great an employee’s personality is if they can’t deliver on what’s being asked of them.
There should absolutely be an emphasis placed on looking for people who fit the bill in terms of the type of company you’re looking to build. But there has to be a balance. They need to be personable and responsible, but also capable. You shouldn’t hire solely because they’re a good cultural fit. Work still needs to be done.
6. Hiring The Right Person For The Wrong Role
Another common mistake companies make is hiring the right person but placing them in the wrong role. They love the person and want to find a way to make the hire work, so they put them in a position somewhat similar to the original role they were hiring for. What happens, then, is the company is without the proper resource for the position they needed to fill, and the new employee is frustrated because they aren’t doing the kind of work they thought they were going to be doing.
It creates faulty expectations on both ends. In some cases, the perfect hire will walk into your office and you will find a way to make it work. Maybe they’ll present a new position you weren’t even considering, and you find them to be worth the risk.
But in most cases, you should not hire someone simply because you like them, or because you think they’ll be a great personality within your company. You need to bring the decision back to the original request: filling a specific role to work toward a desired outcome.
7. Not Firing Fast Enough
And finally, the greatest mistake all: holding on to an employee who isn’t doing well. Again, your company is a reflection of who you hire. This means that if you make a bad hire, and you keep that person onboard, you are doing your company a disservice.
Some people keep under-qualified or even toxic employees out of loyalty. Some do it out of negligence. And sometimes they keep employees because they don’t have the time to fire them and find someone to take their place (the worst reason of all).
If you know someone isn’t right for your company, you need to replace them immediately. The longer you postpone the decision, the more difficult it will become, and the more fires will start in the process. Making a bad hire happens. What’s important is how you handle it.
Source By https://www.forbes.com