5 Common Hiring Mistakes

Hiring mistakes happen every day. Studies show that 44% of employees leave within 6 months due to inadequate training or lack of job descriptions, while 26% leave because of unhelpful coworkers or managers.



5 Popular Recruiting Mistakes to Avoid


1- A Lack of Entry Level Training


A new employee should be trained properly. If you train a new employee in less than a day, it will certainly cause problems. If you look at the statistics, you’ll see that fast food workers, hotel receptionists, waiters and other customer service workers have the highest turnover rates. They do not get any training at all or a 15-30 minute training in total.


We know that 89% of the customers make another purchase after a positive customer service experience. That’s why the training of the employees is very important.


2- Overloading New Employees


Information overload is as bad as a lack of training.


Multiple studies show that, giving too much information at once affects recall, encourages procrastination, increases anxiety, and decreases performance. A slow and focused training strategy is the best way to avoid overloading. Ideally, a training process should take at least 3 months, but not more than a year.


3- Unclear Goals and Expectations


First days are always difficult for a new employee. You are the new person and if there is a lack of communication, it can make your days more difficult. If your new employee doesn’t know who to talk to when he/she has a question, it will cause them to question their worth for the company.


Uncertain expectations often causes this concern, the hiring process should be positive.


Employers prefer the SMART goal framework as it helps others set specific, measurable, achievable, relevant and timely goals. Goals are also easier to set if they are broken down into smaller tasks.


4- Not addressing generation gaps


Impartial recruitment practices are a fundamental aspect of equality, but we must know what makes us different.


For example, a baby boomer executive would not benefit from an independent recruitment process (they prefer hands-on training), but a Generation Z employee would rather have access to a knowledge booklet. A baby boomer may have trouble interacting with an information booklet without management assistance.


5- Negative or No Feedbacks


A recent study shows that if you want your new employee to stay connected, you should give weekly meaningful feedbacks to you new employees. “Meaningful” is very important in this sentence. Sometimes employers or executives may prefer to move on to a new task without any feedback about the employee’s performance. It makes the recovery difficult.


If your new employee is doing a great job, you should create an effective feedback loop. Be sure to try using one-on-one meetings to start a feedback loop.