It costs a business around £132k for every bad hire that they make - Recruitment and Employment Federation. On top of the financial cost, there is also the time and resources wasted plus the potential disruption to your current team. Time and time again, companies are making costly hiring decisions for a variety of avoidable reasons. In this blog we will take a look at the mistakes companies are making and how to avoid falling into the same trap.
Unconscious bias has a terrible impact on the interview process and hiring. No matter how much we try to shake this one, it will always be there. Its survival instinct and hardwired into our brains.
Lots of hiring decisions/mistakes are made due to commonalities between the candidate and the interviewer. What happens over time is we build a sub-par team that doesn't have the right skillset or even worse, a team that lacks in diversity….
Let’s assume we’ve filled the pipeline with a pool of diverse candidates. During the interview, there are plenty of tips:
Train your team on what you can/can’t ask during the interview. There are certain things like ‘how old are you?’ that you can’t legally ask, and rightfully so!
In the ‘new norm,’ time management is tougher than ever. From juggling the kids at home or just zoom meeting after zoom meeting it’s tough to keep up. For interviews, 5 minutes lost here and there might be crucial for a candidate or your process. Maybe in those 5 minutes was the moment that you uncover that gem of information or maybe you just turn up in a better mood as you’re not late. Either way every minute in every interview counts.
We all love to be loved but what if your hiring team are just looking to make some friends through the interview process. When we’re in that friend zone it’s almost impossible to say no to someone. We’ve all been there, we feel like we’ve left the interview with a friend for life. We know everything about their personal life, we even know what their cat's name is that walked across the desk. We know that the candidates south-facing flat gets really hot in summer but what did we learn about their abilities to excel in this role!?
After a lovely chat with said candidate, you’ve realised you should probably ask a question or two at some point. You then ask the random go to, easy to remember questions. Not knowing that the last interviewer asked the exact same questions. What this does is make things very easy for the candidate as they spent the last two nights laying in bed thinking of how to answer those questions better next time. Either that or they just think your company and interview process is a disaster and trots along to your competitor.
You have a few options here:
We all have our favourite days/time of the week, more than likely Friday. Friday afternoon to be more specific! The timing of an interview can be crucial to the performance of the candidate but also to us as interviewers. You may log into an interview on a Monday morning and just think, WHY!? Whereas a Friday afternoon the same candidate is viewed through rose-tinted glasses, we want them to start asap and probably even invited them to our family bbq at the weekend.
Where possible, arrange interviews for all candidates as close as possible (leaving a 5-10 minute break between). Alternatively, just work on making sure you have a really structured, consistent and fair interview process.
Meetings are stacked on top of each other these days. We barely have a moment to breathe sometimes. So what happens to those golden nuggets a candidate has just told us if we’re immediately onto the next interview or meeting? We forget over 61% of the information from an interview within an hour of hanging up the zoom meeting. This % goes up significantly if you have another interview straight after. ‘Wait, who said that thing again, the first of the second candidate?’ We’ve all been there!
There are plenty of reasons why teams struggle to make a decision on who gets the role. It’s been days or even weeks since you interviewed a candidate (the average time for a candidate to find out if they have successfully got a role is 33 days) and your notes no longer make sense, how are you supposed to make a decision between candidates?
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