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The Most Common Mistakes Hiring Managers Make

Do you talk more than a job candidate during an interview? Do you hire carbon copies of yourself and end up with a team of people just like you? Do you hire solely for cultural fit rather than skill set? We’ve seen it all before: Well-intentioned hires that become quick mistakes.

In this video, Horizon Recruitment interviews 3 industry experts on hiring (including our own Peter Reek #humblebrag, as well as Warren Smith of The Counsel Network, and Feras Elkhalil of IQ/IT Tech Recruiters) and where the gaps lay between HR and the job candidate. With many years of acquired knowledge, we lay out common mistakes that we’ve seen in hiring, and how to put a better foot forward in terms of interviewing and hiring. Anyone (and we mean anyone) involved in HR, hiring, or the onboarding process, should see this video.

Here are a few Sparksnotes for you from the video itself if you’re not a Youtube person.

Common Mistakes Made By HR Managers:

  • The “I’ll know it when I see it” mistake. Know what you’re looking for beforestarting out on an interviewing spree.
  • The tyranny of the urgent error. The urgent things of the day get your attention but the important things get put to the bottom of the list. Make hiring a priority and talk to your clients or candidates before 4:30 pm in the day.
  • Hiring people similar to yourself. Good teams need complementary skill sets and diversity in order to be a stronger collective.

Common Mistakes During The Interview:

  • The one-sided mistake. You’re not there for airtime, you are there to facilitate a conversation and learn as much as possible about the job candidate. They are evaluating you as much as you’re evaluating them.
  • Lack of preparation. Know what you’re looking for and WHY before you sit across from a table with anyone.

Common Mistakes After The Interview:

  • The silence problem. Momentum is key in a job search, and long gaps in communication are demotivating. If there are long spaces of silence, it sends the message that you’re not interested.

What Great HR Managers Do:

  • Have an end and a start date to your search. Make smart decisions and don’t let plans drag on unnecessarily.
  • Be a great perspective-taker. They understand how the candidate is viewing the search and the company. They have a sense of objectivity as well and don’t take things personally.
  • Are the best possible ambassadors for their brand.
Peter Reek

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