By Jeff Altman, Big Game Hunter
I talk about some of the common mistakes HR professionals and hiring managers make.
postpone things
Hi, I’m Jeff Altman, Big Game Hunter. I am known as the “Big Game Hunter” because I coach people and organizations in their professional and personal games. Now, here’s a video designed to speak to recruiting organizations, including HR departments and hiring managers.
You are all bound to make these mistakes. I want you to hear it loud and clear. Don’t point your finger at the other person.
I’m telling you, I’ve seen this from both sides. So, here are some things that I often encounter organizations doing. So the first one, and the particularly sad one, especially in the age of social media, is making a promise you can’t keep.
Now, you know there are sites where people can criticize and have an audience. Like when I started recruiting in the 1970s, yes, the 1970s, there was no venue, no public forum other than to complain to friends about what was going on. But now there is.
If you don’t think people are going to share something like this when people are getting burned, you’re dead wrong. As a hiring manager, I know you’re eager to fill positions. You need some help.
As an HR professional, I know you have some metrics, and you have hiring managers and your bosses watching you closely to fill the job. Don’t make promises that you can’t keep, that you have no control over, because ultimately it will hurt you and your organization. Another mistake I see happen, and this one tends to have more to do with hiring managers, is hiring someone for the wrong reasons.
Now, you know, the classic example is so-and-so’s aunt calling you to introduce their niece or nephew as a wonderful person. This is a classic example. But that’s another thing.
That colleague of yours has someone they have a connection with that they’ve known for a long time who could really do the job, and you’re not going to interview them as thoroughly as you would interview someone on the street. Therefore, you trust their social proof without having to evaluate them as thoroughly as you would a stranger. You can’t do that.
Just because others provide recommendations does not necessarily mean they are a good fit for you and your specific needs. So, get in there, really evaluate this person hard, quickly, deeply, and then make a decision. If you decide not to go with this person, just explain to your colleagues what the flaws are.
Let’s see if they can have an opinion on that, because sometimes they’ll say, you know, you’re right. It doesn’t really have that kind of backend. Thanks for bringing this to my attention.
Avoid a bad hire
They will appreciate your honesty in coming directly to them. Of course, this can result in not being able to conduct a thorough interview due to lack of preparation. So, I know you’re multitasking and you’ve just come out of a meeting and there are four people at the door and someone at reception waiting to talk to you.
So, realize that you just need to take a minute or two to calm down. Focus on the person and focus on the resume. Figure out the standard questions you want to ask and based on what you’ve heard, atypical questions, follow-up questions that might look like to make sure you’re covering the points based on what you’re seeing on your resume and the little things that might give you pause.
Finally, a mistake people make is expecting too much from their employees. One person joins and you expect one person to join. They have great credentials, but they also have an emotional side.
And they’re not machines, they’re not going to work 90 hours a week to make you look good. Realize that sometimes, just as you exaggerate the work a little, they exaggerate themselves a little. If you ask them to put in superhuman effort and pay them ordinary money, you’re barking up the wrong tree and you’re going to be disappointed.
There are a lot of differences here, but you get the idea. At the end of the day, if you expect too much from your employees, all you’re going to do is burn them out, piss them off, and make them leave. You don’t want to do that.
I’m Jeff Altman. Hope you find this helpful. My website is TheBigGameHunter.us. There’s more to watch, listen to, and read to help you land a job fast.
If we’re connected on LinkedIn, please send a connection request at LinkedIn.com/in/TheBigGameHunter.
Decide
About Big Game Hunter Jeff Altman
People hire “Big Game Hunter” Jeff Altman to provide no-nonsense job coaching and career advice around the world because he makes your job search and career success easier.
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