Five Mistakes to Avoid When Outlining Your Hiring Needs

With company budgets set for the new year, companies have begun posting ads for open jobs and searching for top talent to hire. Companies can make big mistakes when they define their hiring needs, which is why your company must do everything possible to avoid these mistakes.

Below, we will discuss five mistakes to avoid when defining hiring needs for the upcoming year.

Publishing Vague Job Descriptions

Vague job descriptions can kill your search for new employees before it even gets off the ground. A vague job description can turn off candidates because it is not clear what they are applying for, which will send them running for the hills. Your job descriptions must include the location of the job, the daily duties and the experience required if you want it to attract top talent.

Imbalance of Budget and Hiring Expectations

When your company has sky-high expectations for a candidate, but is operating on a small budget, you will not be happy with the outcome. Either the candidate will reject the job offer, which means you need to start from the beginning, or he or she will not stay employed at your company for long. You get what you pay for, so be sure you have a budget that can match the industry standard for the job in question.

Looking Past Culture and Personality Issues

Simply hiring a candidate because he or she was the first, or only, to apply can put the company in a bad spot. Companies cannot overlook the cultural fit of a candidate. Hiring candidates with personality issues can cause major problems with the culture of your company, including arguments with co-workers and missing deadlines due to a poor attitude.

Overvaluing Employee Recommendations

There is nothing wrong with asking your employees to recommend someone they know for open jobs at your company. But things can get a little tricky when untrustworthy employees are recommending candidates for open jobs. There is nothing written in the rulebooks that employers must accept recommendations submitted by their employees. The best hiring managers out there know which recommendations to follow from employees and which ones to kindly ignore.

Making a Rush Decision

Just because an incredibly experienced and qualified person comes along early in the process, it does not mean the company should close the doors on accepting any other applications. There could be another person out there who is more qualified.

Companies need to avoid the five mistakes outlined in this post when defining their hiring needs if they want to bring in the best talent on the market today for open jobs.  For assistance identifying and responding to your recruiting needs, contact the experts at Professional Staffing Group today. We look forward to working with you!