Rushed hiring process
According to Forbes, one common mistake is rushing the recruitment process. Managers try to fill a vacancy as quickly as possible at the expense of a careful selection of candidates or waiting for the right one.
Incorrect, misleading or incomplete job description
If you present a misleading or incomplete description of the job on offer, either in the job ad or even at the interview, or if you are trying to sugarcoat some unpleasant aspects of the job, nothing good can come out of it, neither for the team nor for the candidate themselves.
Failure to involve regular team members
It is a frequent (and big) mistake that the manager alone makes the decision about a candidate. Team members should also be involved in choosing a new colleague as ultimately it is they who are most likely to be in closest touch with the new employee.
Relying only on the feelings and opinions of the manager
If the choice is made by only one person, it is highly probable that person will show an unconscious bias based on their own emotions and assumptions. It is therefore necessary that more people be involved in the decision and that hard facts, such as skills, education and proven abilities of the candidate, are taken into consideration.
Rigidity and lack of flexibility regarding the job description
Given the current situation on the job market, it is inadvisable to adhere strictly to one defined job description. Be flexible, and if you encounter a suitable candidate who, however, has a specific skill set that would make it reasonable to alter slightly the job description, consider making minor changes in the structure of your team and the description of the new job opening.
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