Perhaps the most difficult part of being a business owner or manager is pouring through dozens of resumes and cover letters, attempting to find the right candidates for your open position.
Unfortunately, to simplify the process, many hiring managers choose to follow the guidelines of popular hiring myths. In doing so, they often weaken their company culture, increase turnover rates, and damage their reputation.
Here are four hiring myths you should consider busted.
Myth #1: Candidates Without Direct Experience Shouldn’t Be Considered
Employers have a tendency to favor candidates who have field experience, even when hiring for an entry-level position. Not only will this make it difficult to find candidates in the first place, but it will also alienate a number of perfectly qualified workers.
Instead of discounting less-experienced candidates, base your hiring decision on identifying the right skill set for your open position. Well-rounded candidates can drive your culture, and will often invest in the future of your company.
Myth #2: One Interview Can Tell You Everything
While a face-to-face conversation is essential in the hiring process, it can’t tell you everything you need to know about potential candidates.
Why? Because you don’t spend much time interviewing each candidate. Even two hours of questioning won’t tell you what kind of business decisions a worker will make once employed.
Instead, ask your candidates to complete assessments and provide references in addition to a central interview process. You’ll learn far more about your potential hires this way, and your checkbook will thank you later.
Myth #3: More Education Means Better Qualification
The most popular hiring myth centers on education. While most young adults are encouraged to graduate from college, not all qualified candidates can afford the degree you’d like to see on every resume.
Nor does it matter. As long as each candidate has the right skill set and a reasonable level of experience in your field, they should be allowed to interview for an open position. When you require four-year degrees from all candidates, you eliminate dozens of driven workers.
The kicker is that, quite often, a candidate with less education may have more on-the-job experience. And a candidate without student loans is often cheaper to hire full-time than their loan-ridden counterpart.
Myth #4: The Perfect Employee Exists
You shouldn’t make the mistake of holding out for a perfect candidate. You’ll never find someone who has every item on your list of preferences. Instead, look for candidates who meet a certain percentage of your expectations.
It’s important to note that finding the best person for the job often involves trade-offs. For example, you might not get the experienced candidate you wanted. Instead, you found someone highly educated with the right skill set for your open position.
Contact a Professional for Assistance
Looking for assistance in finding the right candidate for your company? At Sage Staffing, we take pride in pairing skilled workers with the businesses that need them most, decreasing turnover rates and boosting engagement in the workplace. Contact our experienced team to learn more!