When it’s necessary to hire new employees for your startup or small business, you’ll want to ensure you hire candidates who best fit your open positions. Making a hiring error can lead to a drain on productivity, poor company morale, and a long series of disciplinary issues. Fortunately, you can do a few things to reduce the chances that you’ll make poor hiring choices.
Eliminate Superfluous Language
Avoid creating job posting headlines that use sensational adjectives, such as “superstar” or “ninja.” These terms are confusing in that they detract attention from the more important details in the announcement. It’s better to emphasize that you want an experienced accountant or a certified electrician to fill your open position. Using more direct language will help you attract candidates who are qualified but might feel put off by those colorful adjectives.
Respect the Candidates You Don’t Hire
Another critical hiring mistake that many business owners are starting to correct is the practice of ghosting candidates. When you determine that you don’t want to hire a candidate, send them a message to let them know. Even though they didn’t get the job, the message will leave them feeling acknowledged and valued. This will influence how they portray your business in online reviews and on job boards. Treating unwanted candidates well will help you keep a positive brand image for your business.
Don’t Hold Out For the Perfect Candidate
The perfect candidate doesn’t exist, and holding out for one is going to lead to you passing up good candidates who will perform well. Before evaluating any candidate, separate your “must-have” traits and skills from the “would be nice” attributes. Particularly in the current job market, passing up a good candidate can force you to hire the wrong candidate. Alternatively, you’ll spend that much more time searching for another good candidate.
You should also refine your recruiting and interviewing processes. You should limit the time spent on each candidate by knowing exactly what you want in the person you choose to fill the position. That will help you limit how many candidates you consider for each position. Interviews should be equally brief, focusing on questions that will give you the information you really want from each individual.