When you are hiring new talent to become part of your company and your office culture, then you want to be sure that you choose that person wisely. The wrong person, as we have said before, can wind up costing your company a great deal of time and money, should they turn around and leave a few months later. Not Clearly Defining the Role Don’t try to take short cuts with your job listing. The time you spend now can save you a great deal of time later. You don’t want to catch the candidate off guard with a long list of responsibilities not listed on the job listing. This will only lead to potential candidates walking away after you have spent all of the time interviewing and reviewing applications. And, if this information is revealed after you have hired, then you risk spending all of the time and energy on training, just to lose the new employee to another company a short time later.
Being Too Tight Fisted A listed pay scale is great, because it will weed out those who aren’t willing to work for a pay check in that range. However, there will undoubtedly be a time, in your professional career, when you will come across a very strong candidate, perfectly suited to your operation, who is worth more. These are the times when you should consider paying a little more to secure a great, long term employee.
Getting Sucked In By an Impressive Resume Of course, a resume means something, or we wouldn’t bother with them at all, but they shouldn’t become the be all, end all of hiring. That is a dangerous way to evaluate potential candidates. People can- and do lie on resumes. Furthermore, that great education or that wonderful former employer doesn’t guarantee that this person will be a good fit for your company and its culture.