When it comes to running any type of business, one of your greatest assets is going to be the team that you assemble. You could have a stellar business plan, but without a skilled team to put it into action, you’re only going to see a fraction of its potential. As a result, issues in the hiring process can be some of the biggest weaknesses for a company. A lot of the time, these issues arise out of overreacting to a single issue. For example, you make a key hire in a position, only for them to leave after a few months. This experience checkers your entire process in the future, potentially causing you to pass over good, but similar candidates.
Compounding the issue here is the fact that there’s a lot of conventional “wisdom” regarding hiring practices that involve making a lot of assumptions about potential applicants. There are plenty of issues with the modern hiring process, but these myths are generally pointing in the wrong directions. With this in mind, when you have a role to fill, make sure to get rid of these myths from your process
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As a result, when it comes to job descriptions, you don’t want to go too far into technical descriptions. Yes, these elements are important in the hiring process, but not in those initial ads. Laying out facts like “needs to occasionally cold call” or something of the sort isn’t going to draw in the dynamic candidates you want. Generally, these people already have plenty of job options, and they aren’t going to favor a basic list of responsibilities.
A job description that better fits these types of candidates is going to go into the qualities you want, but also make it very clear the benefits for this potential employee. For example, are there bonuses commensurate with performance or experience? What about the ability to learn more through professional development? All of these things matter. Along with this, trying to include self-assessments doesn’t really do the work it used to. If you ask someone to have a good work ethic or be a self-starter, a lazier candidate isn’t going to see that and turn away.
One thing that’s become a lot more common on different resumes is job-hopping. And, to an extent, this is still something worth looking into as an employer. Turnover is a massive expense to a company, not just paying the person who’s leaving, but onboarding their replacement. So, while job-hopping can be an issue, it’s not necessarily the true red flag that you thought it is. These could represent candidates who were dealing with poor management or conditions and had to leave. They could also represent people who decided to move on for new opportunities, not to mention personal reasons. Ultimately, you don’t want to assume about job-hopping. Ask if you’re concerned, as the answer may actually make them a better candidate rather than a worse one.
Along with this, generational perception plays a role. One study showed that as many as 43 percent of all millennials said they expected to leave their current role within the next two years. The reasoning behind this is that these employees don’t want to stagnate, and instead are looking for places that they can grow as professionals. If the candidates you are talking to have mentioned leaving past jobs to further ambitions, it falls on you to show that you are willing to invest in them, and want that same type of commitment as well. As a result, you want to invest in professional development, whether it’s in-office development or time off for career education.
The Value of Experience
A lot of people aren’t sure exactly how to tackle the experience question. For example, there’s a huge skill gap in the STEM field in particular, even though there are several thousands of candidates coming out of higher education each year. What’s going on here? Some argue that a lot of companies are overlooking passion and drive in favor of credentials that no longer carry the weight they once did, like certain degrees or years of experience. This is especially important for companies that may not necessarily have the means to pay those more experienced candidates their asking prices.
Because of this, you may want to look for people who are more inexperienced, but have the passion and are looking to learn. In some cases, these newer workers can outperform veterans in time. When people know the fundamentals, they may be less likely to think outside the box to tackle solutions. In order to figure out if your avant-garde hire fits into this, ask them more abstract questions during the interview to figure out if they are truly innovative thinkers.
Another potential job myth that gets missed is people assuming that they’re able to obscure certain elements of the job. Yes, there may be some things that are not as desirable about the workplace as you would like, from not having some of the perks available that your competitors do to perhaps not being on as stable ground as you would like financially. While you shouldn’t put these issues front and center, you should be honest about what your workplace does have to offer, and ways that you can compensate. For example, some people value certain perks above higher base pay. It’s all about creating listings that put you in the best light possible, without trying to deceive your job applicants. Chances are they will find out the truth soon enough, and this could hurt your company’s perception in the eyes of future hires.
Note that a lot of these myths aren’t necessarily originating out of nothing. In some cases, they are remnants of a different hiring environment, where they may have been good advice or at least effective. However, as these have passed on, you and your company’s practices need to evolve.
