Hiring the wrong candidate is a terrible waste of time and resources. In a recent article, Keith Halperin shares some of the most common mistakes that recruiters and hiring managers make. Included among them are:
Choosing a candidate strictly on skill fit and not taking into account cultural fit.
Selecting a candidate because they fit the salary range.
Not conducting a background check or checking references; while we assume references will only say good things, I have gathered great information that has caused me to not select a candidate.
Not developing questions that vet for the core competencies, key criteria of the position, and cultural fit. Taking the time up front saves time in the end.
These mistakes can just as easily happen when selecting candidates for entry-level or senior leadership positions. However, improving the way future leaders are identified and hired will have a much bigger positive effect than otherwise because of the outsized influence leaders have on efficiency, employee engagement, etc.
In an upcoming HCI webcast, we’ll discuss how integrating data from development and performance management processes can improve the way leaders are selected.
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