The Hiring Mistake Almost Every Manager Makes

Have you ever had an amazing interview with a potential candidate, but were thrown off by just one factor?

  • Were they too casual in their verbal or written communication?

  • Do you wish they gave you more examples to prove their track record?

  • Were they too long winded?

If you’ve been in this position, you need to keep reading, because most likely you have missed out on hiring a key player for your team. So many managers will interview someone who fulfills 9 out of 10 requirements, but then find one thing that bothers them and decide to dismiss the candidate altogether.

This is a big mistake, especially if you have a difficult position to fill, such as a role that requires a creative innovative thinker who can also report weekly statistics.

If you find someone who checks all the boxes, but there’s just one thing that bothers you about them, I strongly urge you to simply address it with the person.

Give the candidate the opportunity to hear your feedback, then see how they respond and if they can adjust. This is a great way to gauge how they take feedback, and flex your abilty to provide constructive criticism to someone who doesn’t work for you.

If you don’t provide feedback during the interview process, you could be missing out on a great new employee.

There’s no reason to give everyone you interview this type of feedback. Save it for the ones who meet all but one of the qualifications you were seeking.

People don’t grow and develop without constructive feedback – and it supports your professional growth to practice giving feedback to someone you don’t know very well. What you share could change their career and life while helping you evolve in your role as a manager.

In the hiring process, you have nothing to lose when you give a potential new team member feedback. If they don’t take it well, you know they won’t be a good fit for your company. On the other hand, if they run with it, show appreciation for the feedback and prove they can change in a short period, you know you’ve found an A-player.

Have you ever written a candidate off for one action or characteristic, even though they displayed expertise in 95% of the skills you were seeking?

What would you do now if the same situation arose? Share your strategy with us in the comments below – we can’t wait to hear from you.

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