The process of talent acquisition isn’t easy—there’s a lot on the line. Hiring the wrong person can result in thousands of dollars lost in training and recruiting. You still need to find someone to fill the role, and, as such, the process must start from scratch. That’s why many hiring managers can feel the weight of their position, as they don’t want to make any mistakes. As such, here are the common mistakes made by new hiring managers that you should avoid.
Poor Collaboration
A lack of communication and collaboration between departments is the biggest downfall to any working relationship. As such, you must have a clear and concise plan or outline to follow that everyone in the collaborating departments knows of. Without high-quality and consistent communication, you may run into numerous delays, slow development, and difficulty in getting things started with ease. When you have a basic outline, it will be much easier for everyone to follow through with their role requirements efficiently.
Too Specific
Often when we do the same task at our job day in and day out, we may unknowingly pigeonhole ourselves with our role—this is a common mistake new hiring managers make. As such, hiring managers might have entirely too specific requirements for candidates. When you get tunnel-vision, you can easily miss out on a huge population of fantastic candidates with great talents that would be a viable asset to the organization. Remember that after onboarding candidates, you can always upskill your workforce and provide them with the specific skills they need to succeed.
Little Evaluation
It can be challenging for companies to follow through with all formal evaluations of their potential candidate as it can take time. Moreover, it’s easy for smaller businesses to disregard this process as they might falsely believe that there’s less danger given the size of their company. However, it’s important for big and small businesses to do background checks on their candidates. Even if you trust or know the potential talent, you don’t want to risk the safety and security of your business.
The process of talent acquisition isn’t easy—there’s a lot on the line. Hiring the wrong person can result in thousands of dollars lost in training and recruiting. You still need to find someone to fill the role, and, as such, the process must start from scratch. That’s why many hiring managers can feel the weight of their position, as they don’t want to make any mistakes. As such, here are the common mistakes made by new hiring managers that you should avoid.
Poor Collaboration
A lack of communication and collaboration between departments is the biggest downfall to any working relationship. As such, you must have a clear and concise plan or outline to follow that everyone in the collaborating departments knows of. Without high-quality and consistent communication, you may run into numerous delays, slow development, and difficulty in getting things started with ease. When you have a basic outline, it will be much easier for everyone to follow through with their role requirements efficiently.
Too Specific
Often when we do the same task at our job day in and day out, we may unknowingly pigeonhole ourselves with our role—this is a common mistake new hiring managers make. As such, hiring managers might have entirely too specific requirements for candidates. When you get tunnel-vision, you can easily miss out on a huge population of fantastic candidates with great talents that would be a viable asset to the organization. Remember that after onboarding candidates, you can always upskill your workforce and provide them with the specific skills they need to succeed.
Little Evaluation
It can be challenging for companies to follow through with all formal evaluations of their potential candidate as it can take time. Moreover, it’s easy for smaller businesses to disregard this process as they might falsely believe that there’s less danger given the size of their company. However, it’s important for big and small businesses to do background checks on their candidates. Even if you trust or know the potential talent, you don’t want to risk the safety and security of your business.
