{"id":1672,"date":"2008-07-22T09:09:26","date_gmt":"2008-07-22T14:09:26","guid":{"rendered":"http:\/\/selectmetrix.com\/blogs\/2008\/07\/10-mistakes-companies-make-in-the-hiring-process\/"},"modified":"2008-07-22T05:35:19","modified_gmt":"2008-07-22T10:35:19","slug":"10-mistakes-companies-make-in-the-hiring-process","status":"publish","type":"post","link":"http:\/\/selectmetrix.com\/blogs\/2008\/07\/10-mistakes-companies-make-in-the-hiring-process\/","title":{"rendered":"10 Mistakes Companies Make In The Hiring Process"},"content":{"rendered":"

The title of this post caught my eye from US News & World Report<\/a>.\u00a0\u00a0The insightful list made me laugh; I\u00a0believe I have watched companies make all 10 of these\u00a0mistakes\u00a0in the past 12 months.\u00a0\u00a0The 10 mistakes are:<\/p>\n

    \n
  1. Flakiness.<\/li>\n
  2. Making hiring decisions that aren’t based on the right criteria.<\/li>\n
  3. Not distinguishing between what can be taught and what can’t.<\/li>\n
  4. Not asking the right questions in interviews.<\/li>\n
  5. Letting candidates get away with superficial, stock responses.<\/li>\n
  6. Hiring too quickly.<\/li>\n
  7. …Not moving fast enough.<\/li>\n
  8. Not getting back to candidates.<\/li>\n
  9. Conducting intimidating, high-pressure interviews.<\/li>\n
  10. Not giving an accurate portrayal of the job.<\/li>\n<\/ol>\n

    Author Alison Green has this to say about #2<\/p>\n

    Employers often overvalue particular types of experience to the exclusion of more important things. You can teach someone to use a certain software program, research legislation, or understand your industry. You can’t teach people to be organized or efficient or have a work ethic.<\/p><\/blockquote>\n

    In the sales world we like to call this industry experience\u00a0and Alison is 100% accurate in that\u00a0this criteria does not always lead to success.<\/p>\n

    If years of industry or product experience were a 100%\u00a0guarantee of success, you would simply put\u00a0your product experts in sales roles and rake in the revenue.\u00a0 Typically that doesn’t happen.\u00a0\u00a0What does happen is that the sale manager looks to hire\u00a0the competition’s salespeople.\u00a0 The assumption is\u00a0that since they worked at a competitor\u00a0they\u00a0know the product\/service, industry, market, etc.\u00a0and\u00a0that they have\u00a0been successful selling\u00a0it since their resume states it.<\/p>\n

    The real key is to know what specific abilities are needed in your particular sale.\u00a0 Unfortunately, that typically isn’t limited to just experience.\u00a0 In fact, it is mainly based on skills, aptitudes and motivations.\u00a0 Understanding that fact, you can then build your hiring process around the criteria needed for success in the role.\u00a0 Don’t assume that because they have worked in your industry that they automatically posses the needed skills to succeed.<\/p>\n","protected":false},"excerpt":{"rendered":"

    The title of this post caught my eye from US News & World Report.\u00a0\u00a0The insightful list made me laugh; I\u00a0believe I have watched companies make all 10 of these\u00a0mistakes\u00a0in the past 12 months.\u00a0\u00a0The 10 mistakes are: Flakiness. Making hiring decisions that aren’t based on the right criteria. Not distinguishing between what can be taught and what can’t. Not asking the right questions in interviews. Letting candidates get away with superficial, stock responses. Hiring too quickly. …Not moving fast enough. Not getting back to candidates. Conducting intimidating, high-pressure interviews. Not giving an accurate portrayal of the job. Author Alison Green has this to say about #2 Employers often overvalue particular types… Read More<\/a><\/p>\n","protected":false},"author":4,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"bgseo_title":"","bgseo_description":"","bgseo_robots_index":"","bgseo_robots_follow":"","jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":false,"jetpack_social_options":{"image_generator_settings":{"template":"highway","enabled":false},"version":2}},"categories":[2,16],"tags":[887,888,292],"jetpack_publicize_connections":[],"jetpack_featured_media_url":"","jetpack_sharing_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/p5Oho-qY","jetpack-related-posts":[],"_links":{"self":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/1672"}],"collection":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/comments?post=1672"}],"version-history":[{"count":0,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/1672\/revisions"}],"wp:attachment":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/media?parent=1672"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/categories?post=1672"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/tags?post=1672"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}