Recruiting issues are plaguing the industry. For years now, finding the right kind of help has become more of a chore. Worrying about whether you’ve hired the right person, if they’ll be successful, or even if they’ll show up the next day is just another headache to deal with as a business owner. Here are some mistakes business owners make when recruiting and how to avoid them to make sure your new employees succeed.
1. You always trust your first impressions.
You know people, and you know your staff. And, trusting your instincts can be a part of a business’s success. But, when meeting new candidates, there’s no reason to avoid putting them through an interview process. You need to understand what they want and how they can best support your business. Trusting your gut got you this far, but adding a little process makes sure your intuition is correct.
2. Hiring solely on a recommendation
Hiring solely on a recommendation can lead to some uncomfortable situations. Do your best to vet the person. Try to understand what they require from their potential employer and check if that meets what your company can offer. People want to work with their friends, but sometimes that can lead to cultural issues and resentment among other employees. It’s all about finding the right fit.
3. It’s too hard for candidates to apply
Is your online application mobile-friendly? 70% of applicants completed their applications on a mobile device.* There are recruiting technology services available to your company that provide services like online applications and candidate tracking. If your company is growing quickly and you need to hire, investing in technology can help automate and speed up your processes saving you time and money.
4. Your job description is too vague
Setting clear expectations about what the job duties and responsibilities are can go a long way. If you’re looking for office help, add what types of tasks this person is expected to complete. If you’re hiring for your crew, make it obvious what the expectations are including uniform requirements or mandatory on-site tasks. The last thing you want to hear when you hire someone, onboard them, and get them started is “I didn’t know that.”
5. You don’t have strong company values
Not having a set list of requirements for a job or the values you’re looking for when you’re interviewing candidates is a surefire way to end up with the wrong person. If you value, honesty, timeliness, and hard work, ask questions of your candidates that are going to get you the perspective you need to make the best decision.
Questions to ask in a job interview
Why do you think you’re the best fit for this job?
Can you tell me how you understand the job description?
Why would you like to work for this company?
Tell me about a time you made a mistake and what you learned from it.
How do you think this position will help you achieve your career goals?
How would your former co-workers describe you?
How do you react under pressure?
6. You’re missing out on technology
Word of mouth and referrals can only get you so far. To increase your chances of finding the right person for the job, you have to cast a wider net. Online job boards like Indeed or Monster.com give you the tools to post and boost jobs to get them in front of more job seekers.† Also, you can use your social media pages as a way to advertise that you are hiring. Ask your followers to share your post if they know anyone in their family or friends group looking for work.
7. Your initial expectations are too high
It’s easy to get excited about getting the help your company needs. However, avoid throwing your new hires into the fire and putting too much on their plate too soon. You want to ensure that you have an easy onboarding process and that they can learn the ins and outs of your business quickly. Otherwise, you’re going to have to worry if they’re going to show up to work the next day because you’re asking too much too quickly.
8. Get your employees involved in interviews
Ultimately, you are the decision maker as the owner, but getting the opinion of your best employees about how a candidate may fit into the culture is a good practice. Even if you’re losing a few hours of productivity from a top performer to get them face-to-face with a candidate, the benefits of getting the right person on your team are greater.
9. You don’t spend enough time on job descriptions
A great job description can make a huge difference. To write a great job description talk to people who are already in similar positions to hear about what they do and what they like most about working for you. Make sure that you include any training, skill development, or promotion possibilities. These are motivators for people with ambition to consider working for your company.
What goes into a good job description?
Job title – What this employee is going to do.
Job purpose – A high level summary of the job and the range of responsibilities.
Job duties and responsibilities – This is a detailed description of daily, weekly, and monthly tasks the role is responsible for and what your expectations are for results
Required qualifications or certifications – Tell them what special certifications or qualifications you are looking for. Include any deal breakers.
Experience – Let them know how many years they need to have under their belt.
Working conditions – So there are no surprises. Let potential employees know the conditions they’ll be working under. This may include occupational or environmental hazards. Explain how physical the job is.
Use simple and direct language when writing your job description.
10. You’re not keeping them busy
Once they’ve joined and onboarded, keeping your employees around is important. Staying busy and finding new opportunities for them is your role as the business owner. Using Hearth to offer monthly payment options to your customers gives you the power to close more jobs and upsell your services. To learn how Hearth can help you grow your business, click the link below.
*AppCast, 2022 Recruitment Marketing Benchmark Report
† Any mentions of a company do not constitute an endorsement or an approval by Hearth of any of the products, services, or opinions of the corporation or organization or individual.