Hiring mistakes can lead to a lot of hassle and headaches. If you don’t want to cripple your team, ensure you’re getting the right person on board. Here’s a list of mistakes you should avoid if you don’t want to waste time, effort, and money.
Not Fixing Your Job Description
Before you can work with an executive search agency, you need to write a job description for prospective candidates. Think carefully about the candidate profile and the talent you are trying to attract. If you’re vague about the description, that will only skew the results of the search. Be specific about the qualities you need to narrow down the search from the get-go.
Taking a Passive Approach
So, you have a list of prospective candidates. But is the talent pool diverse enough? Are you reaching out to other candidates? Some aren’t actively searching for a job. It will be up to you to find them and reach out to them. Comb online profiles, sign up for platforms, use your network, and more. That should help you meet your hiring goals.
Lacking a Structure
Do you have a format or structure when you talk to candidates? Having a format or process to follow will make it easier to filter through options. Even if you hire an executive search agency, you’ll still need to conduct interviews with several candidates. Having a structure or outline will help you speed up that process. The outline also enables you to stay on track. Just one glance at the outline, and you’ll know which areas you still need to cover, how to steer the conversation, or on what note to end it.
Not Preparing Questions in Advance
Once the executive search agency hands over a list of candidates, save time by preparing interview questions in advance. Coming up with questions during the interview itself is inefficient. You’re also more likely to miss important details.
