If you have the power to extend an offer or two, there are a few ways you may be self-sabotaging the process without even knowing it.
According to a post on ERE by Marc Debinski, author of The Hiring Compass, there are a few aspects to keep in mind so you don’t fall into the trap of hiring the wrong candidate.
1. Self-mirroring mirage. What is this, you ask? Well, it refers to someone influential in the hiring process who sees a lot of themselves in the candidate. He points out, “A high ego rationalizes, ‘I’m good in my job; I’m good for this business. Naturally, the best thing I can do for this business is hire people just like me.'”
He says essentially inexperienced interviewers end up falling into this mindset because they don’t have tools for a better way.
2. Rushing the slot. If you’re in a rush to fill that seat with a warm body (sorry, in recruiting things tend to get reduced to widgets), rushing to close out the job and fill it is “the most costly and…the most avoidable.” Sure, in the position to hire means you’re dealing with staffing up and perhaps unanticipated turnover and/or a fast growth rate but objectivity is key to make a rational hire. Plus, the author points out once established policies and processes are tossed out the window, the risk of a bad hire is increased exponentially.
3. Poor at interviewing, poor at hiring. Here’s the deal – if someone on the hiring team is untrained and a poor interviewer, he or she will likely fall into a hiring faux pas. Then of course, the poor interviewer may inadvertently say the wrong thing; Debinski mentions this may cause “a prime candidate to walk away, or even worse, land an organization in court or mediation.”