I recently came across a list of Top 10 Mistakes Employers Make When Recruiting and Hiring. Even though I've only been on the recruiting end of the electronics industry for six months, I've run across nearly every scenario described in the list! Many of these mistakes challenge conventional wisdom regarding the hiring process. I'll highlight a few here and in future blogs.
Here are two of them:
- "Having too many people involved in the interviewing process... and the wrong ones."
- "Having an unrealistic idea of what kind of candidates might be available and the money it may take to hire them."
I have had companies put candidates through up to eight different interviews. The logic is that there will be more "sets of eyes/ears" screening the candidate. The reality is that hiring managers often are simply spreading the risk of the hire.
"More than a number of studies have shown that hiring is just as successful when one person, the one with the 'pain' (i.e., the direct manager), is the only person involved in the hiring process," according to Tony Beshara, author of the list. "In fact, other studies have shown that once the number of people in the interviewing and hiring process exceeds three, the probability of a bad hire is greater."
In addition to having too many people involved in the process, involving the wrong people often is just as dangerous. It is best to include only people who will be working directly or indirectly with the person and who would potentially benefit (or suffer) from the hire. Interviewers who have no skin in the game are less likely to take the responsibility of the interview/hire seriously.
You might argue that a recruiter lacks the skin. This might be true, except for the guarantee that most recruiters provide with the candidates they recommend. Guarantees, which range from 30 to 90 days, can involve anything from replacing the candidate to, in some cases, giving money back. Additionally, a good recruiter knows its reputation is on the line with each candidate it refers.
As Beshara points out, everyone would like to hire a rock star, but that doesn't mean one is available or willing to work for your company.
Also, it is unwise to assume the national unemployment rate will make it easy to find the perfect candidate. Unemployment rates for rock stars are significantly lower than the national average! Unemployment rates for those with a four-year degree, rock star or not, are around 4 percent.
The only way to become realistic about what the market might bear is to interview (or have your recruiter interview) enough candidates to know who is available and at what salary. Companies that aren't realistic about the candidates or the salary could have their positions open for a very long time as they wait for the "perfect" candidate to come along.