I hear many business owners talking about getting the right people on the bus and the right people in the right seats.  This important concept comes from Good to Great by Jim Collins, and while it has become popular in business usage, I’m not sure how many people are actively pursuing this philosophy in real time.
On June 14th 2016 The Alternative Board put together a panel of digital recruitment specialists to discuss how to find more candidates using online tools. The panel was moderated by Tristram Gillen - Customer Success Manager: Global Accounts, LinkedIn.
This section comprises ten basic hiring mistakes that I see companies making over and over again. I will look at the 10 most common mistakes, identify where they fit into the hiring process and offer suggestions for how they can be corrected.
When somebody starts a business and needs to start hiring employees there is a temptation to bring in family members to fill the open slots. You think you know who they are and feel that you can trust them….but do they have the talent and experience to do the job you expect them to perform?
In these days of internet-based job advertisements it is simply not possible to respond in person to every candidate who replies, and this level of courtesy is not expected when people apply online.
It is increasingly important to find new ways to make your company attractive to applicants.  One very good way to do this is to stress employee development as part of the culture of your company and to make sure that it comes through in your advertising message and interview process.
We hire employees for what they know and fire them (eventually) for who they are. The interview process should be designed to overturn this dynamic and allow us to find out who the real person is, but it seldom turns out that way
The way people behave when they leave their current job to come and work for you is a critical piece of information that can be very valuable. One of the very best open ended interviewing questions that you can ask is how much notice the applicant has to give their employer before they can start their employment with you.
One of the hardest things to do when hiring is to identify exactly what the position requires to be successful. When you evaluate the person you have hired in three or six months time, what will be the criteria you use to decide whether they have been successful or not? If you can identify that up front then you have a much better chance of matching the person you hire to the job you want them to do. 
One of the most common mistakes that I see people making in the interviewing process is that they talk more than they listen and end up telling the candidate about the company rather than finding out about the candidate.
This is a great time to advertise for staff, and people are seeing some heavy response rates. There are any number of competing advertisements, and when advertising it is essential to post an advertisement that is so compelling that it will stand out from the crowd and attract people to answer it...make people want to apply.
Businesses spend enormous time and effort developing their marketing image so that they can differentiate themselves in the marketplace, stand out from competitors and attract potential customers. They spend almost no time or effort perfecting a marketing image directed at attracting their potential employees.
The other day I was talking to one of my clients about an executive level employee who was not performing as they hoped he would when they hired him. He wasn’t fitting in, and because they expected him to know what he was doing, nobody seemed exactly sure what his job responsibilities were.