by Kim Acworth of Acworth Recruitment
Hiring someone should be an exciting sign of growth. You have more work coming in, the business is moving forward and you’re ready to bring someone new into the team.
So why does the process sometimes feel like anything but exciting?
From writing the job advertisement to interviewing candidates, checking references and finally making an offer, there are plenty of opportunities to get it wrong. And the cost of a poor hiring decision can extend well beyond the salary — it can affect productivity, team morale, customer relationships and your bottom line.
The good news? Most hiring mistakes are avoidable.
Mistake #1 – Getting it wrong from the outset: Writing an advertisement that sounds like a shopping list
If your advertisement simply says, “Must have X, Y and Z”, don’t be surprised if candidates aren’t exactly lining up at the door.
Recruitment is a two-way street. You are assessing candidates, but candidates are also assessing you and your business.
A good advertisement should explain what the person will actually do, why the role matters, what is attractive about joining your business and what makes your workplace worth choosing.
In a competitive employment market like currently, you aren’t just advertising a job — you need to be selling the opportunity.
Mistake #2: Taking too long to move candidates through the process
This is one of the most expensive mistakes employers can make.
It starts with taking too long to screen applications, then taking days (or weeks!) to contact suitable candidates and get them in for an interview……just to find out that they already accepted another role.
Good candidates don’t tend to sit around waiting. If someone looks like they could be a fit, make contact, get them in for an interview and keep the process moving. Even if you’re not ready to make a final decision, good communication with candidates throughout the process can make a big difference.
Recruitment isn’t about rushing into a bad decision. It’s about having a clear, organised process that allows you to make a good decision while the candidate is still available and interested.
A slow hiring process can turn a great candidate into someone else’s great hire.
Mistake #3: Hiring for the resume, rather than the role
It’s easy to get distracted by impressive qualifications, big-name employers or a long list of experience.
But the real question is: Can this person actually do what your business needs them to do?
Before advertising, separate your must-haves from your nice-to-haves. Think carefully about the skills, experience and personal attributes genuinely required to succeed in the role.
A candidate doesn’t need to tick every box to be the right person. In fact, being too rigid can mean overlooking someone with the right attitude, transferable skills and ability to learn.
It’s critical to have a good interview process with well thought out questions to draw out the right information from candidates. All too often people take more of a “general chat” approach in interviews and choose people they like rather than ensuring they can actually do the job and will fit in.
Mistake #4: Waiting for the “perfect” candidate
The perfect candidate usually doesn’t exist…….just like unicorns don’t exist.
Trying to find someone who has every qualification, every piece of experience, exactly the right personality and will happily accept your budget can turn recruitment into unicorn hunting. Going for the “plug and play” approach NEVER works.
Instead, focus on your non-negotiables and be prepared to consider where skills can be developed.
The best hire generally isn’t the person who walks through the door able to “hit the ground running”. They may be the person with the right foundations, attitude and potential to grow with your business. Motivation and aptitude are key !!!
Mistake #5: Relying on “gut feel”
Gut instinct has its place, but it shouldn’t be your entire recruitment strategy.
A structured interview, consistent questions, proper reference checking and clear selection criteria help reduce the risk of making a decision based purely on personality or whether someone “feels like a good fit”.
Remember, someone being easy to interview doesn’t necessarily mean they’ll be easy to manage!
The business advisory perspective
Hiring should be viewed as a business decision, not simply a HR exercise.
The right person can help increase capacity, improve customer service, take pressure off an owner and create opportunities for growth. The wrong person can have the opposite effect — costing time, money and momentum.
That is why recruitment should form part of your broader business planning. Before hiring, ask yourself:
- Why are we hiring?
- What operational functions do I need carried out?
- What will success look like?
- And can the business support this role financially and operationally?
Getting those answers right before you advertise can make the entire recruitment process significantly easier.
Need a little help?
Whether you are planning your next hire, reviewing your business structure or simply trying to work out what your next step should be, getting the right advice can save you considerable time, money and headaches.
For practical business advice, accounting and strategic support, visit Advivo Business Advisory & Accounting.
And when you’re ready to find the right person to help your business move forward, visit Acworth Recruitment for practical recruitment advice and support.
Great businesses don’t just hire people — they hire people who help them grow.
