Hiring Mistakes

I have been collecting data for years on why people make the wrong hiring decisions. Here are just a few:

1. The hiring person did a poor job of asking the right questions and getting the answers they needed. Or, they did not do a reference or background check. Critical information is missed, misinterpreted, or not understood.

2. Decisions are based on biases or stereotypes. People tend to hire people who are similar to themselves or someone they know. On the other hand, they tend to steer away from someone who is quite different. If a candidate looks or acts like you, goes to the same schools as you, or is from the same part of the country as you, that is no reason to hire them, but we often do it subconsciously.

3. The boss or top management puts pressure on you to hire the person, for whatever reason. In other words, you did the interview, but someone above you thought this person was good, although you did not.

4. You hire out of desperation. I have asked this question in almost every one of the hundreds of hiring seminars I have presented, How many of you have hired out of desperation? Lots of hands go up. Then I ask, How many of you thought this was a good idea? No one, in 18 years, has yet to raise their hand and say this was a good idea. Take longer to hire (and shorter to fire), and you will have less turnover. Do not fill a job just to have a warm body. These hires often do more harm than you ever imagined.

5. Doing a stress interview. All the research shows that the stress interview does not work. This is where a person or group of persons asks very stressful questions, or puts someone in an awkward position to see how they would respond. All you learn is their ability to handle stress or pressure during an interview. It does not translate into job behavior. For front line people, the first interview should be done by one person. A second interview, should be done by another person asking the same questions, and then you both sit down and compare answers. For management and executives, a group interview is fine. Skip the stress interview, as they are already under stress just being there, and the added stress does not give you better, or more valid and reliable answers.