3 Hiring Mistakes That Can Cost You

Many job seekers sell themselves short by giving up on a position before even applying. 

But job seekers aren’t the only ones thinking inside the box and missing out on potential opportunities.

Plenty of employers also make assumptions and generalizations that keep them from hiring amazing talent. Here are three common employment myths that can keep employers from finding the employees they really need.

  1. Committing to full-time

Many employers are intent on hiring for full time positions, even when it may not be necessary.

If the job can be done in 30 hours a week, why hire someone full time? There are tons of smart, talented people struggling to balance the demands of work, family, and personal commitments. Many of them are excellent employees who would love to find a position that allowed them greater flexibility.

Don’t assume that…

  • No high caliber candidates would ever be interested in a part-time position.
  • A part-time position will seem less critical, less important, or less worthy of funding.
  • You’ll get X hours of additional work out of whoever you hire.

Healthy, balanced lives lead to a healthy, balanced workforce. There’s no shame in creating awesome part-time positions.

There’s a fine line between offering part-time positions because it makes sense for the job and offering part-time positions to avoid paying living wages and providing employee benefits. Don’t be THAT company. Design your positions fairly and pay your people what they’re worth.

  1. Focusing on hiring the “outside expert”

In the right situation, outside experts can be great assets. But there is mounting evidence that inside hires are better business decisions.

Outside hires have to learn everything from the ground up. They also tend to command higher starting salaries and they don’t last as long in their positions.

Because your current employees are already familiar with the culture and each other, the learning curve is shorter. Internal hires require less hand-holding, fewer resources, and they stay longer. Win-win-win.

Don’t assume that

  • You have to have someone with “fresh eyes.”
  • No internal candidate is qualified to step into the position.
  • It will be too hard to transition an internal candidate into the new role.

Of course there may be times when you really do need to make an outside hire, especially if you’re planning on a major organizational overhaul. And that’s okay. But it doesn’t need to be your default.

If you decide to look inside for your candidate, make sure to establish a fair and sensible internal hiring process and apply it evenly every time. Favoritism can do more harm than good.

Oh, and just because research says internal hires don’t demand as much compensation doesn’t mean you should pay them less than you would otherwise. Make sure you’re offering competitive salaries and benefits.

  1. Eliminating overqualified candidates

Unless you’ve exaggerated the significance of the position, you should trust that anyone who takes the time to apply is actually interested in the opportunity as presented.

You don’t know what draws your candidates to you— unless you ask.

There could be a perfectly good reason for someone to be interested in a position that appears to be less than challenging. The point is, that “too qualified” candidate you just put in the no pile might be the best employee you never had.

Don’t assume that…

  • This person will demand more than you can pay.
  • She will get bored and leave within a year.
  • He shouldn’t want this position. It just doesn’t make any sense.

There’s a big difference between hiring an occasional overqualified person and writing job descriptions with requirements that are out of sync with actual duties. While it’s true that an overqualified candidate might want to opt in, it’s also true that demanding a master’s degree for an entry level position doesn’t serve anyone well.

Be open and honest during the search process. Make sure your job postings paint an accurate picture of what life in that position is really like, including the compensation structure. This will help everyone decide whether or not the position and the candidate are a good match.  

Step outside the recruiting box

Don’t let outdated recruitment and hiring assumptions affect your talent search. Expand your range of vision and you’ll be much more likely to spot your next best hire.

Running into challenges with employee engagement, turnover, and retention? At Combined, we’ve got ways to help you address all of these issues and more. Get in touch to find out what working with a true employee benefits consultant feels like. CONTACT US