Mistake #3 is Bias in Hiring. It is generally accepted that individuals are more likely to be hired if they are identical to the interviewer in looks and background.
Solution #3 involves a structured system of interviewing. Have a standardized list of questions for all candidates. Use phone or video interview for first round selections. If possible, have panel interviews with five to six people. Have each interviewer make a “yes” or “no” decision on the candidate.
Mistake #4 is a Rush to Hire. A “Bird in Hand” is not necessarily the right bird!
Solution #4 is to accurately determine the time line required for filling the position. It may additional time if the position is more complex. Better to “hire” appropriately that to deal with a “fire” later.
Mistake #5 is Not Understanding Why People Leave. If staff are leaving the company, are the reasons related to the company or for personal reasons. You can’t fix a problem unless you have identified the problem.
Solution to #5 is easy and often forgotten by companies. Have an exit interview to discuss and ask specific questions to determine the true reason for the employee’s separation.
