The challenge of attracting talent has reached a 46-year high, according to a recent poll by the National Federation of Independent Business.
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The challenge of attracting talent has reached a 46-year high, according to a recent poll by the National Federation of Independent Business.
Owners, executives and talent-acquisition professionals know too well the struggle to find and retain great employees.
When it comes to hiring, everyone has the same best-case scenario: The favorite candidate accepts the position, winds up being a great fit, and ultimately stays with the organization for many years. But how often does that actually happen? Finding and securing the right people is tough in any market, but harder still when unemployment is low and the candidate pool is small and hotly coveted.
Don’t let mistakes like these cost you the talent you deserve:
Moving too slowly
When an excellent candidate surfaces, maintain momentum and don’t be afraid to extend a formal offer swiftly — even if they are the first person through the door. Employers often say, “He’s exactly what we want, but it’s too early in our process to decide.”
This is a terrible strategy that will cost you great hires. While the hiring team thinks they are simply doing due diligence, in the eyes of the candidate they are dragging their feet.
When you’ve got someone impressive on the hook, don’t leave them questioning your interest.
Fixating on the “perfect resume”
Candidates with the exact qualifications you’re looking for are few and far between. When someone with fantastic experience does present, be careful not to be so thrilled about the resume that you overlook other aspects of the person.
Just because someone is strong on paper does not mean they’ll be a good overall fit. Candidates must be evaluated in 3D, and it’s important to investigate culture fit, needs, career goals, personality, attitude, etc., to properly determine the strength of the match.
Ignoring a gut feeling that something isn’t right
If something doesn’t feel right, it usually isn’t. When hiring, always listen to your intuition.
I frequently hear employers say, “I have a feeling something is off about so-and-so, but I can’t put my finger on it.” They have a bad feeling, ignore it, make the hire, and then regret the decision later when it becomes clear that something was, indeed, “off” about the candidate.
I get it — you need people. But making snap decisions and hoping for the best rarely works. Be thoughtful, trust your gut, and always pay close attention to red flags.
Overlooking negativity
Any candidate who speaks poorly of their previous bosses, colleagues or employers can and will say negative things about the next place they work — so don’t let that be your company.
Negative people are negative in general, and they can be downright cancerous to your organization, culture and sanity. They can also damage a business’ reputation, which is no small matter.
The only surefire way to avoid such complications is to stand firm in never letting these people through the door in the first place.
Jackie Ducci, founder and CEO of Ducci & Associates in Hartford and Washington D.C., is a headhunter and hiring consultant.
