If you know that you need to expand your company but you don’t quite know how, or if you want to stop yourself from making some of the mistakes that most other employers make, then this is the guide for you. After reading this guide, you will be able to hire people effortlessly without worry or concern.

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Not Creating a Good Job Description

It is vital that you do what you can to try and describe the job accurately when creating your description. If you are unable to do this, then you won’t be able to attract the candidates who have the qualities you are looking for. A solid job description should be more than just listing the duties that you are looking for. A good job description should outline the role, the general purpose of the job and the key areas of responsibility that the person will have. Of course, it is important that you do not try and oversell the position. If you do, then you may have an ambitious new recruit who feels let down upon arriving, and this can make them leave prematurely.

Failing to Recruit from Within

Sometimes it may be that the best candidate for the job is in fact under your nose. It can make a lot of economic sense for you to try and fill a role internally if possible. The main reason for this is because it will cut down on a lot of the cost and you may also find that it saves you a lot of time when you are trying to advertise for more external candidates. An existing staff member may well be familiar with the organizational process that you have and they may also be well-associated with your mission. On top of this, they will not have to spend as much time getting up to speed on the latest developments within your company. Recruiting from within also helps you to protect any important knowledge that could well be lost when people leave the company. If you do not promote from within, then you may find that you end up hurting the morale of your team as well and this is the last thing that you want.

Relying on the Interview too Much

Some managers use the interview process as a way to try and evaluate their candidates. A lot of interviews tend to be a waste of time because you may find that the candidate will do or say anything to try and get the job. If you want to do something about this, then you need to try and conduct some kind of test or exercise so that you can see how someone would perform on the job. If you can, you need to try and use recruitment tests as well. If you can do this, then you will soon be able to find out how someone is able to prioritize, organize, plan, and communicate while on the job. Things like this can be invaluable if you want to hire good staff for your team.

Unconscious Bias

Recruitment often relies on your ability to make good decisions. If possible, you have to make sure that you do not show any kind of unconscious bias. If you do, then you may find that you are discriminating against candidates in favor of those who are of a certain age or background. If you try and accept candidates regardless of characteristics like this, then you may find that you have a much bigger pool of talent and that you can also improve your chances of being able to recruit the person who is in fact the best person for the job.

Hiring People who are Not Qualified

Some managers tend to make the mistake of avoiding hiring those who appear more confident or more talented than they are. This is because they feel as though they are somewhat of a threat to their position. That being said, smart managers always know that they need people who are bright and who are able to share their insights. They also know that they need people who are able to bring their strengths to them as well. Hiring people who are better than you can help you to boost your skills, and it can also help you to truly drive your company forward.

Rejecting People who are Too Qualified

It can be very tempting for you to reject someone just because they are overqualified. You may feel as though they will challenge you or because they will leave your organization at a later date. That being said, talented people could well have the skills to help you develop your own team, even if they do not hang around for very long. You also need to encourage people to be loyal to your organization where possible. Think about what kind of opportunities could help you to progress and also try and think about what you could offer them. If you are not sure what kind of qualifications you are looking for from your candidate, then this is understandable, but there are things that you can do to make it easier on yourself. It may be that you try and explore options such as “how to select the best employee management software” or ways of assessing the skills of the team members you have now. If you can do this, and then compare it against the benchmarks you have for progress, you can then plug the gaps at a later date.

Waiting for the Right Person

You may think that you have an image in your head of what the ideal candidate looks like, but as you wait for them to appear, you may be bringing your team down. You may be keeping them understaffed for far too long and this is the last thing that you need. Your team members may have to pick up the workload and they may have to work overtime as well, and all of this can impact their morale. Recruiters often call the perfect candidate a “purple squirrel”. The main reason for this is because they are just so rare. For this reason, instead of trying to wait for someone who can fill the role perfectly, you have to hire someone who meets your requirements. You need them to have good soft-skills, and they also need to fit your corporate culture. If they do, and if they have most of your key requirements, then they can pick up the other things on the job. If you can keep this in mind, then you will soon find that it is easier than ever for you to make sure that you hire someone who although might not be perfect, is very much suited to the job.


The perfect candidate probably doesn’t exist, and that’s okay. That being said, you also have to make sure that you do not rush the hiring process. Take your time and think about how much it is going to cost you in both time and money to hire and then train someone, only to find that they are just not suited to the job. You may find that you end up having to start the whole process all over again. It may be that you have to interview twice if you have to and if required, you may have to arrange for the help of a freelancer. This will give you more time to find the person you are looking for.

Relying on References

Think about it, how much are you able to trust the information that you find on a resume? Studies have found that 60% of employers have found some kind of lie on a resume and that sometimes employees will exaggerate their skills if it means them getting a job. If you want to do something about this, then you need to do what you can to hire people who have excellent experience and qualifications. With that in mind, you’ll need to check the details that they have given you too. If you do check the references, do not put too much pressure on it. Sometimes someone may have a positive experience when they worked at an organization but that doesn’t mean that they will end up being fantastic when working at your company. If you see a negative reference, then this doesn’t mean that they are unable to thrive when they join your team. If you can consider information like this, then you will soon find that it is easier than ever for you to not only get the best result out of your hiring process, but for you to also make sure that you are hiring people who are truly passionate about what you do.

Why not see if you could hire some good talent by adopting some of the tips mentioned above today? It has never been easier for you to take that next step with your company growth and find someone who is genuinely a good fit for your company.




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