When its time to hire for your team, taking the right steps when hiring is important.
Data shows that 62% of small businesses report making a wrong hire but I want you to know that it’s NOT your fault. Hiring the right people requires skills and when you are new to hiring it can be hard seeing what advice is right and what’s just hiring myths.
Some of the hiring advice and usual protocol holds up great in corporate environments but it does not necessarily work the same way for small businesses. The price of a bad hire can cost your small business time and money. So it’s important to understand the hiring process, as it’s not just what you see on paper that matters.
One of the first hires I ever hired she checked all the boxes and her resume matched what they wanted. After 90 days training her for the position she quit because she felt she was not the right fit for the job. This cost the company time and money and they had to start the hiring all over again.
In this article I am busting some hiring myths that are causing you to mess up your hiring as a small business owner. Let’s get started!
Hiring Myth 1. Only look at candidates whose resumes match exactly what you want.
It’s common to want to look for a person that has previous work experience. Choosing someone with years of experience can seem like an easy fit and easy to train to take over. In corporate, if the person doesn’t have the resume that matches the experience, the resume goes in the trash.
For small business owners, having a candidate with experience that is already set in their ways and has years of experience many not always be what your business needs.
Consider hiring someone that has limited experience in your workspace. It is a great opportunity to train them to work through your system. Look at someone that has drive and passion but not necessarily the experience. It is a great way to train and support an enthusiastic individual to become a leader in your business.
Now, this does not mean that an experience candidate should be ignored, on the contrary! Definitely consider them! Contact experienced candidates as well.
Hiring Myth 2: The perfect candidate will check all the boxes.
While a fantastic resume may get your attention, it does not mean they are good for your business. Resumes alone do not tell you how a person will work once hired. For example, if you have a fast-pace business, someone that takes their time and double checks their work may not be a good fit.
Ask questions about their process when they worked in their previous or current jobs. Also, ask questions about their current work environment. For example ask them what they like and don’t like about it.
Don’t be afraid to ask them to elaborate. Remember, you have limited amount of time when you meet to see if they are the right fit.
Hiring Myth 3: You have to sit with every potential candidate.
Calling and interviewing all potential candidates in-person wastes valuable time in your business. With it, a long interview does not mean that you are ensuring that you can tell if the person is a right fit for you. Plus, now with Zoom and virtual interviews- it may just not be reasonable.
Arrange a screening call first. Save time and have a few set questions you can ask those candidates that you selected when you call. This will save you time on deciding if they are the right fit to interview. Next, ask a few questions about tasks and performance to see if they should be interviewed. If someone else performs the phone screening, ask they take notes to use as a segway when you interview.
Next, when you meet in person or virtually, ask questions about real life issues and problems they’ll have to solve on the job. That’ll give you an idea of how they think on their feet and adapt. The point is to get to know them and see if they are a good fit.
With a set of good questions handy you will be able to see in an objective way how each one answers and decide who it is that you want to hire.
Hiring Myth 4: References don’t matter anymore.
Whoever said that is just plain WRONG!
Don’t overlook the references once you find that great candidate. Yes, calling and playing phone tag with busy people is a time waster. Yet, verifying information is an extra step where you can validate if the candidate is a good fit for your business.
Don’t go through the long formal process corporations do to check references. Keep it simple and verify their most recent employment history, with their consent. Stick to verifying the dates of their employment, how successful were they working with them. Ask them if they would hire them again.
Check other reference sites like LinkedIn. Ask them if they have a Linkedin profile. This is a great place to see if they have recommendations and skills in their career.
Hiring Myth 5: Hiring the best will cost too much.
Just as you shouldn’t shy away from less experienced candidates, if you can afford it, hire the best for certain important roles. You want to hire the best you can afford in management, strategy, decision making and lead generation.
Task-oriented jobs can be trained but for strategic decision making roles hire the the best experience so they can be part of your business’s growth strategy.
Evaluate their experience, accomplishments, and attitude of that premium candidate. The candidate should exceed in those areas to be worth your company’s investment. Remember, they may offer expertise in other areas that make it worth the cost. Search your market beforehand to see what the salary range is so you don’t get sticker shock when hiring.
Remember that potential candidates now want a work life balance that may include flexible schedules, working remote, benefits and pay. Some candidates may be okay with giving up a higher pay if it means getting the perks the seek.
Hiring Myth 6: Personality tests are the best way to see what their strengths and weakness are.
While personality tests do help you see the strengths and weaknesses, they do not work with all candidates. Some applicants are ready to answer those questions based on what they think you want to hear.
Use the tests as a screening tool but instead ask questions that go more in depth about their behavior. Ask questions involving past jobs, situations, and past leaders to get a better understanding of the candidate.
Also, ask questions about skills and experiences relevant to the job they are applying for. You will get insight on what their work ethics and strengths are.
Do your homework.
Finally, hiring someone new to your team does not come with one set of rules. Write down a list of what you are looking for in skills and experience and what you are flexible with. You’ll have a better idea of what you can offer your candidates. Plus you will also know what you can compromise and can’t do without so – making it a good way to screen resumes.
Need help with exploring what steps your need to start hiring and preparing to hire and lead a team? Contact me today for a free consultation of how we can help you avoid the missteps and hire the help you need.