What does a hiring mistake cost you in your business? It is a cost that isn’t labeled on your financial statements, but one that you can’t afford to ignore. There’s no line item in your profit and loss statement that says, “Mishires over the last 12 months: $43,200.” However, deep down, you know that there is a price tag attached.

Mishires is not uncommon among business, especially during labor shortages in the marketplace. Your priority could be to urgently have a staff on site the next morning to get the job done. It may not be the time to be nit picking. However, an employee on your team is either adding value to your brand or detracting from it.

Let’s dive into the three biggest mistakes you must avoid if you want to consistently hire valuable and effective team members into your business.

1. Undefined Attributes

The first mistake is that many businesses are not clear about the attributes that they want for the business and for the employee. This is where many businesses falter. If you were to sit down and spend five minutes to list out all the attributes you want for the next hire, what would those be? Perhaps you could start with the skills components, but how would you continue afterward?

Failing to define the attributes you’re seeking in an employee can lead to a mismatch between your expectations and the reality. Of the people that have kept you up at night, do you know the ones that wake you up at 2:30AM to cause you the headaches? Is it due to a lack of skills or wrong attributes? Sure, technical skills matter, and so do values like punctuality, teamwork, adaptability, and problem-solving. Take a moment to list the attributes you desire in your next team member. This clarity can transform your hiring process.

2. Skills Aren’t Everything

You might think that hiring someone with impeccable skills is the golden ticket, but it’s only part of the equation. Attitude and values are equally, if not more important. Think about those restless nights when certain team members kept you awake with worry. Were their shortcomings in skills or a misalignment in values? It’s often the latter that causes turmoil. It’s very important that you hire for attitude just as much for technical skills and that your hiring process includes tests for attitude right up front. Your ideal team member is someone who not only possesses the technical know-how but also carries the right attitude that resonates with your business culture.

3. Resumes Can Be Unreliable

A resume is a collection of words on a piece of paper to show you what you want to know or what you think you want to know about the person. Relying solely on resumes to gauge skills can lead to misinformation. Do you test for the skills that they say on their resume? Implement a hiring process that allows candidates to demonstrate their abilities through practical tests. How relevant and current are the skills? You could invite them to your business as a way for them to demonstrate their skills.

These mistakes are the stumbling blocks many businesses encounter. Every member of your team either enhances or detracts from your brand. The right hire can elevate your business to new heights, while the wrong one can lead to disruption. There are various ways to deal with the above three points depending on which trade you are part with.

If you find resonance with these pitfalls and would like some support on how to effectively hire for attitude and skills, or even if you’re seeking a structured approach to finding the ideal team member, how to test those skills, and most importantly, understand the type of people that you’re looking for, please be in touch.

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