5 Hiring Traps to Dodge

I've seen a lot of leaders make hiring mistakes over the years, costing them their brand reputation, countless hours, and impacting their bottom line. Here are the top five to avoid:

FOMO: "I need to see more candidates" when you have put multiple candidates through onsite interviews and presentations. If you don't think they can do the job well, don't put them through the process.

EGO A: "Everyone wants to work here and for me, and I can take all the time I want to interview them" - There are 300 million companies in the world. If a candidate is interviewing with you, they're most likely interviewing elsewhere (even if they're 'passively looking'). Time kills all deals.

EGO B: "No one can do it better." This one is a ton of fun when you're replacing a leader due to promotion - that leader with too much ego will derail your ability to find the 'right' person because the 'right person' to them is only in the mirror.

QUANTITY OVER QUALITY: Pinning multiple contingency firms or recruiters on the same role, wasting resources, ruining your company brand, going after the same candidates to come up with nothing. Quality outreach = quality candidates.

CLOSED-MINDED: Not having the confidence as a leader to know where to bend in a profile. There are must-haves and there are always nice-to-haves. Not being able to identify these is the quickest way to impede diversity efforts and slow down momentum.

The most effective hiring managers prioritize quality over quantity, ensuring each candidate aligns with the company's values and job requirements. They don't succumb to the fear of missing out but instead focus on thoroughly evaluating each candidate's fit for the role. These managers approach the hiring process with humility, recognizing that the best candidate might come from unexpected sources. They cultivate an open-minded approach, acknowledging that diversity in backgrounds and experiences can enrich the team. Moreover, they are decisive in their actions, avoiding procrastination that could lead to missed opportunities. By embracing these principles, top-tier hiring managers consistently attract and retain talent that drives their organization forward.

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