You’re Hired!: Easy Tips to Help You Avoid BIG Hiring Mistakes

One of the big themes in 2015 that I’m seeing with all my clients is building a great team, which I love because no matter what the size of your business – you cannot do it all alone. Well you can, but you’ll be overwhelmed, tired, stressed and not having any fun 🙂

Why Having a Team is Important

Avoid hiring mistakes | Best hiring practicesHaving a team allows you to better leverage your time and talents – and focus on what you do best – so you can support your clients in getting the results they desire (and get paid well for it, too!).

Plus, you can work less so that you can have more time for other things that are important to you. Most importantly, all those tasks on your to-do list that never seem to get done will finally be crossed off your list.

To make this task a little easier for you, I am going to share some of the most common hiring pitfalls and how to avoid them. In my career, I have successfully hired hundreds of people and have encountered a few non-successes as well.

The Biggest Hiring Mistake Is…

What is that old saying- we learn from our mistakes? True, but I prefer to learn from others’ mistakes when possible. Here is a big one to learn from:

The biggest hiring mistake you can make as a business owner: hiring someone because s/he is like you.

I see this over and over – and in full disclosure, have fallen victim to this one myself. Sometimes you’re interviewing someone and she just resonates with you so closely. You find yourself really liking her and thinking you could totally be great friends. In fact, she is so much like you, you are sure this will be a perfect pairing.

What tends to happen is this: since the new hire is like you, she also likes to do the same things and has the same strengths, skills set and personality as you do.

Problem is – there is already one of “you” in the company. You hired that person to do specific tasks, and they are most likely the tasks you either don’t know how to do or don’t like to do.

So, no one is doing those tasks. But you really like the person so it feels bad to tell her that it isn’t going to work out. You think it might get better, so you put those tasks back over on your to-do list.

The result? They…Still…Are…NOT…Getting…Done.

How to Avoid Hiring Blunders

How can you avoid this? These tips below are key whether you are hiring a virtual assistant, a bookkeeper, a sales rep, an intern or a full time employee. Let’s get started:

  1. Know your own strengths and weaknesses so you can focus on finding someone who can complement your skill set. For instance, I know I love to create and I still have a little perfectionism in me. I know I need someone on my team who is more of a taskmaster and is going to push me to get things done – and keep moving forward.
  2. Clearly identify what tasks need to be done by someone other than you. Include the knowledge, skills and abilities needed to perform them, and the behavioral traits important to succeed in your company. These could be technical such as computer skills, customer service skills, or ability to handle multiple requests and deadlines. You are the boss so you get to decide what is important for your
  3. Write up a job description for the work you need done based on the information created above. It doesn’t have to be fancy or “corporate”- you just need it to share with potential candidates or for posting on various sites.
  4. Create a list of questions for candidates. This helps you get the information you need and enables you to be consistent with everyone you are speaking to.
  5. Look for candidates. This could be posting on job boards, submitting a request on eLance, asking colleagues for referrals, posting on Facebook, or reaching out to college placement offices. Where you look is going to depend on the type of team members you need.
  6. Conduct a formal interview with prepared questions. This can be on the phone, Skype, or in person – whichever works best for your business model. I recommend always having a phone interview before meeting with anyone in person just to make sure they meet the minimum requirements. If the team member is going to be virtual, then stick with the phone or Skype.
  7. Ask these two critical questions:
    1. What do you love doing that you would happily do even if you weren’t getting paid?
      You are listening for 2 things here;

      • You will find out what they are passionate about – THEIR genius zone, and
      • Their responses should coincide with the activities that are outside of YOUR genius zone (the things you don’t know how to do, don’t like to do, or don’t want to do).
    2. What questions do you have for me?
      • If they don’t have any- red flag! No questions = no interest in you – or your company.

Avoid hiring mistakes | Best hiring practices | Keys to hiringYes, these steps will take some of your time initially. However, I can tell you from experience that doing this upfront work will save you time and money in the long run.

You will bring on team members who are aligned with your needs and visions as a business owner, and who have the necessary skills, knowledge and ability to get things done so you can focus on running your business and serving your clients (you know…the reason you went into business in the first place!).

When you do the work up front, it also helps reduce the chances of having to let someone go- directly (“you’re fired”) or indirectly (“no, I don’t have any projects for you this month”).

Tell Me: What issues have you encountered building your team – and what did you do about it?

 

Images courtesy of freedigitalphotos.net
1 reply
  1. Katiane
    Katiane says:

    I think the approach of why you are the best catnidade for the job is a good one. The issue I have with that approach is that no one has defined the best catnidade profile for you to compare to! Even managers rarely define the best catnidade in their head and have that as the comparison. Instead, they look at qualified catnidades and rank them. Then, if the minimums are met they can do the job, are motivated to do the work and the manager believes the catnidade will fit in with the manager and group then that becomes the best catnidade for the job. The other advantage to this three answer approach, I think, is that it gives the catnidade a better opportunity to ask clarifying questions about the questions being asked. For example, if a hiring manager asks you to talk about a successful project run by the catnidade, the catnidade can ask a clarifying question about projects being done at the prospective company to determine if the question is really about job skills or if it was about how the catnidade fit in with the overall team to get work done. Answering a fit question in the hiring manager’s head with a job skills question by the catnidade is not a winner.Hmmm that clarifying questions point is worth a post all by itself

    Reply

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