The conventional wisdom can only get you so far in the hiring process. Past a certain point, it can actually get in your way. Here’s why: Conventional wisdom often contains a lot of mythology, and these myths or mistaken beliefs then begin to drive our decision making. Sometimes, that can lead to poor decisions.
At KRESS, we help employers across many different industries make the right hires for their teams. Our experienced staff of employment screening experts has seen time and again what works and what doesn’t to identify the best job candidates for your business. That’s why we’re going to take this opportunity to bust a few of the hiring myths that could be holding your HR team from success.
Myth #1: Interviews are the most important part of hiring.
Job interviews can tell you a lot about a candidate, but they can’t tell you everything you need to know—even if you’re a great judge of character. As many as 80% of interview decisions may be based on candidate likeability and the rapport built in an interview.
Obviously, you want to hire someone you’ll get along with, but you’re not hiring a new best friend—you’re trying to fill a professional position. Focus on the job description and have more than one person present during the interview to avoid those pitfalls.
Myth #2: Contractor workers are cheaper than full-time employees.
Sometimes hiring an independent contractor, or 1099 worker, is a more economical choice for an employer looking to get work done on a lean budget. But not always. Contractors can adjust their hourly rates to include things like the costs of taxes, healthcare, paid leave, and monthly expenses (like equipment or office space), passing incremental costs through to employers. Depending on your rate calculation, project length, and scope of work, a contractor could end up costing your organization more than hiring a full time employee would have.
Myth #3: Don’t stop until you find the perfect candidate for the job.
You’re not looking for the perfect candidate; you’re looking for the best possible candidate. There may be an ideally suited candidate out there who perfectly fits the job description, but the odds of them being in the right place at the right time to submit an application are slim. Instead, learn to accept that someone who doesn’t seem perfect at first might be good at their job and great for your company. Especially in small or new businesses, it’s better to find people who are enthusiastic and eager to learn than to find someone whose skills are perfect on paper in one area.
Myth #4: Salary is the most important factor for job candidates.
Sure, it’s a big one. But salary isn’t necessarily the biggest factor that quality job candidates look for in a position. Other factors that often rank just as highly (or higher!) include location and commute time, flexible working arrangements, and other forms of compensation such as vacation time and health benefits. If your company is lacking in its offerings in one area, consider highlighting or boosting another. It could attract a great candidate to your open position.
If you’re interested in optimizing your organization’s hiring process, please feel free to browse our library of downloadable resources. At KRESS, we make it easy for businesses to get the professional services they need to streamline hiring and reduce potential liabilities. If you have a question about your organization’s hiring process, don’t hesitate to call the experts at KRESS today!