By Wendy Dessler

Hiring talent is a complicated and overwhelming process for many small business owners today. You know you need the best person for the job, but finding who’s the best fit is often easier said than done. Even worse, there’s currently a talent crisis across the nation right now that’s making it even harder to attract the best candidates.

The proof is in the statistics. A startling 72% of employers today are concerned about finding skilled candidates. Going off this, 45% of employers are worried about finding employees with the right talents.

How can you avoid making hiring mistakes that cost your company money? There’s more at risk than wasted time when you hire the wrong person. Not only will you need to start from square one in many situations, but the cost of a bad hire is more expensive than you think. In this guide, we’ll discuss how to avoid these common hiring mistakes so you can create a great company culture.

Using the wrong system

The first and most common mistake is being too outdated with your system. It’s understandable to be a bit intimidated about new systems and tools that claim to help with the hiring process. These Artificial Intelligent (AI) solutions might seem like they’re prone to mistakes, but they’re a real asset to the hiring process.

For example, using an Applicant Tracking System (ATS) is a great way to weed out the best candidates automatically. This means less time is spent pouring over resumes, and more time can be spent actually talking to candidates. To learn more about ATS systems, visit applicanttrackingsystems.net.

You’re not transparent

It’s normal to want to make your company and position seem as amazing as possible. You want to attract top talent, after all. But when you’re misleading, you attract the wrong fit. Not only will you find the wrong candidates, but you’ll upset those candidates in the process. The reputation of your company is more important than that.

You need to focus on transparency. Get to know the job that’s available. Be clear about the responsibilities and experience needed. Next, be honest about your company. What kind of place is this, and what type of person would succeed here? Don’t misrepresent the position or the company culture.

First impressions matter too much

First impressions are important, but they’re not everything. We’ve all experienced interviews ourselves. Most likely, you’ve had some that went great and some that went less than great. People are complex. They have good days and bad days. Someone who seems perfect on paper but has an average interview might still be a better fit than the candidate who was super talkative and charming in the interview.

Don’t make any snap judgments about a candidate. While first impressions are important, remember there are more to people than meets the eye. Reading too much into a firm handshake or tie color leads to trouble.

Ignoring your company culture

Last but not least, don’t make the mistake of ignoring your company culture. Employees spend a lot of their lives at work. If they don’t get along with others or feel like this is a place that will value them, you’ll lose out on top talent.

First, define your company culture. Make sure this is something your organization takes seriously and hopes to develop. From there, be open and honest with your candidates about this culture. What values and ethics matter at your company? How do your current employees represent you? These are things that matter more to whether or not top talent chooses your organization.

Final thoughts

Have you made any of the hiring mistakes in the past? If so, you’re not alone. Hiring mistakes cost organizations a lot of money each year, but that doesn’t mean they’re doomed to be made again. You can start today with new hiring practices that matter for your business.

If you want to foster great company culture, you’ve got to master the hiring process. Since it’s becoming more of a challenge to find top talent, you can’t afford to overlook this process.

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Wendy Dessler is a super-connector who helps businesses find their audience online through outreach, partnerships, and networking. She frequently writes about the latest advancements in digital marketing and focuses her efforts on developing customized blogger outreach plans depending on the industry and competition.