Five Hiring Mistakes to Avoid
Employment mistakes can cost your business time and money.
No employer is immune to being charmed by—and subsequently employing—the wrong candidate. When it comes to hiring, there are many possible pitfalls with long-lasting consequences for your business. Finding the right people is so important.
To help our clients and other SMEs in the trades and services sector navigate these murky waters, we teamed up with another expert: Viv at We Love Tradies HR.
Whether you’re taking the big step of hiring your first employee or growing your already-sizeable team, these are some hiring mistakes you should recognise so that you can do your best to steer clear of them and their consequences.
1: Holding out for the perfect candidate
You may have an idea of the ideal employee in your mind. It’s certainly tempting to wait for them to hand in their application, barely considering anyone else in the meantime. However, if you do this you might:
jeopardise the success of your current team due to understaffing, and
miss out on someone who would develop to be a fantastic team member.
You should hire someone who meets most of your key requirements, fits your corporate culture, and has very good soft skills. While they should be qualified for the job (if qualifications are indeed required), specific technical skills can be developed and fine-tuned on the job.
2: Creating an inaccurate job description
Make sure that you are describing the job honestly when you advertise! If you fail to do so, you may attract candidates that are not a good fit and don’t have the qualities and abilities you need.
A great job description is more than a list of duties. It should describe the role’s overall purpose, identify key areas of responsibility, and not overstate any opportunities for promotion. New recruits should feel prepared and know exactly what they are taking on.
3: Hiring people less qualified than yourself
Wise managers know the value of hiring bright, capable people to share their vision and make their team better. Taking on team members better qualified or experienced than yourself is the path to growth.
A renowned U.S. automotive executive, Lee Iacocca, said, "I hire people brighter than me and then I get out of their way."
Don’t let your ego get in the way of a quality hiring choice!
4: Forgoing a trial period
Even if a new employee looks perfect on paper, it’s a good idea to place them on a trial when they first start. NZ employment law allows a 90-day trial period, as long as this is agreed to by both parties and included in the written employment agreement prior to work starting.
Often the people with those amazing resumes just don't meet your expectations or mesh with your team and your workflow. You won't be the first (or the last) employer to hire an “amazing” candidate who often misses deadlines, requires constant supervision, and has very poor communication skills. You then suffer further disruption and delay in your workplace while you interview and find better candidates. A trial period helps to minimise these effects.
5: Not bothering with references
Remember, a CV is written by the candidate—and they can talk themselves up as much as they like! They have been known to exaggerate their experience and talent in their resumes. This might include the seniority of their role, the number of staff they supervised, or the number of years they worked for a company.
Checking references provides peace of mind to the interviewing panel that the candidate has integrity—and the qualities and experience that they claim to possess.
Do you want to know more about HR in the trade industry? We Love Tradies HR, is a law firm who offer unlimited employment law advice 24/7, and provides a purpose-built app designed to help Kiwi tradespeople protect their businesses from costly employment issues. And if you need someone to help with the details and administration, Released can provide basic HR help for clients including managing job listings, screening, and reference checking applicants. Book a chat with Kellie to find out more.
