Hiring skilled workers is tough, but it can run much smoother with a little extra planning on the front end. Take the time to define the position and empower the hiring manager. Multiple decision-makers and endless interviews will show that your company is unorganized and is not prepared to make this hire. Also, take some time to make sure all interviewers are up to date on company benefits. Make sure they can answer the simple question “Why would I want to work here and not with your biggest competitor?”
4 of the biggest hiring mistakes:
- Too many cooks in the kitchen - There should be one core decision maker and that is the manager this person reports to. Too many conflicting viewpoints WILL lead to roadblocks and confusion. I recommend working as a team to write the job description up front if multiple people need to be involved.
- Not selling the opportunity - Interviewers need to be selling this opportunity and the company as hard as they can. There might be a lot of candidates on the market right now, but if you want the best you have to tell candidates why they need to work at your company.
- Too many interviews - The best candidates have a two week shelf-life. If you have more than 3 interviews you WILL lose the best candidates. I like to see a call with the direct manager, a technical interview, and a final call with leadership if needed. Anything more and you are losing to your competition.
- Painting a picture of “work-first” - Everyone knows how Elon Musk handled himself with Twitter. If you tell a candidate that they need to be available at all times and work 60 hour weeks they will move on. The days of giving yourself to a company are over folks. Nearly all tech jobs can be completed from home and people value their time. This has been a big issue with new start-ups. The founders seem to think the first few hires will give their life away for some non-existent equity. Most people have been around the block and are wise to this game, but newcomers aren’t.