The Top Ten Hiring Mistakes

There are ten basic hiring mistakes that companies making over and over again, and helping companies avoid them has been the driving force behind putting together The Edge Hiring Process. These mistakes are as follows:

1.     Relying on “Fortuitous Self Selection” and hiring on the rebound
2.     Not identifying the job properly resulting in “Flying Elephant Syndrome”
3.     Focusing on experience rather than hiring talent
4.     Developing poor job advertisements
5.     Running Job Advertisements in the wrong place
6.     Not developing a large enough pool of candidates
7.     No screening process - only seeing candidates once or twice before hiring them
8.     Asking poor questions at interview and not identifying the candidate’s agenda
9.     No Employment Application, Reference or Background checks

10.   Not Onboarding or integrating new hires properly into the organization 

These mistakes happen in different phases of hiring but are spread evenly over the whole landscape. As you go through the following articles this may all sound like a lot of work but the reality is that it is not at all difficult. It comes down to process, process, process.

Each of the 10 mistakes outlined above can really be easily eliminated and all it takes is a little bit of planning and a little bit more application. As with any process, the most important thing is to stick with whatever you have and not deviate from it.

After all, a mediocre plan that is perfectly executed is light-years ahead of a perfect plan and that is poorly implemented. Take what you can and make sure that you do that part properly and you will be light-years ahead of most of your competitors. The productivity cost of putting up with mediocrity is enormous, and the Edge Hiring Process has been developed specifically to address this issue.

The Four Critical Steps to Hiring

  • Establish the Profile

    Make sure that you know what talent you are trying to hire. Start from scratch and take time to define the job rather than rushing and simply rehiring the person that you are replacing.    

    The Time Edge



  • Develop the Process

    Successful hiring depends on having real choices. Write advertisements that will attract a large pool of candidates and have a process so that heavy response levels don’t stretch your resources    .

    The Time Edge

  • Grade Candidates

    You can’t afford to rush the selection process. You need to have an effective screening process and evaluate candidate skills carefully in relation to the job profile you established.

    Edge Business Essentials

  • Evaluate and Execute

    It is essential to have a robust interviewing process. You need to have candidates interviewed thoroughly and then check references and do background checks.

    The Alternative Board