Mistake #1

Failing to define hiring-team roles

Why this is a problem
If team members don’t know what they’re responsible for, they may inadvertently double-up on tasks — wasting time and drawing out the interview process.

Solution
Delegate tasks based on each teammate’s strengths – and clearly communicate who is doing what. Assign every step, from writing the job description or posting and promoting the job to reaching out to prospective candidates, checking references, and making the offer.

Mistake #2

Writing an ambiguous job description

Why this is a problem
Vague job descriptions can cause candidates to scroll right past your posting. If a candidate does apply, they may not fully understand what’s required for the role.

Solution
Be straightforward. Lead with something that’ll pique a candidate’s attention. Show off your company culture using an authentic voice to clearly show what you’re all about. Post a job now.

Mistake #3

Forgetting your personal network

Why this is a problem
You are, at most, only three degrees of separation away from any candidate, so ignoring your network can put you at a serious disadvantage.

Solution
Share that you’re hiring on your personal LinkedIn network. People who care about your success will eagerily spread the word. Start attending networking events with an eye to meet potential candidates who will help you build a strong pipeline.

Mistake #4

Disregarding company culture

Why this is a problem
Hiring only for skills can severely impact a small business’ company culture. When coworkers don’t like each other, morale drops, which has been shown to affect productivity and creativity.

Solution
Soft skills are just as, if not more, important as hard skills. Interview potential candidates based not only on their qualifications, but also on the cultural value they might bring to the company. Ask yourself whether your existing working environment will allow the candidate to thrive, and whether they could be a great culture add, bringing new perspectives and ideas to the table.

Mistake #5

Ignoring red flags

Why this is a problem
When a conversation with a candidate is particularly enjoyable, it can be easy to get sidetracked and overlook signs that they’re not right for the role.

Solution
Charm and wit can make a candidate seem appealing, even if they’re not the right fit. Keep the objectives for the role top of mind and be sure to probe for more details about their skills and experience, no matter how likable they are.

Mistake #6

Being unprepared

Why this is a problem
By skipping preliminary steps, you risk hiring an under qualified candidate.

Solution
Take time to really get to know the candidate. Prepare clear questions that will help you assess the most important skills needed for the role, and pay attention to the words they use when describing previous experience. If they say “we” a lot, they may be team oriented. If they favor “I” pronouns but don’t credit anyone else’s efforts, they may not be a great team player.

Mistake #7

Harboring ambiguous evaluation criteria

Why is this a problem
Without outlining clear evaluation criteria in advance, your team will struggle to accurately and fairly compare candidates.

Solution
Very few candidates will possess every skill in your job description. Identify and prioritize the top two or three skills that can’t be negotiable and remind your team that everything else is an added bonus. That way, you can more easily evaluate and compare every candidate based on what matters most.

Mistake #8

Prioritizing speed over quality

Why this is a problem
Rushing the process and hiring someone who isn’t the right fit will slow you down, cost more in overall effort, and even impact team morale.

Solution
Never compromise on quality, no matter how fast you have to fill a seat. Consider finding a contractor to fill the gap if you’re really in a time crunch, which will take the pressure off and allow you to focus on finding the right person for the role.

Mistake #9

Being unclear about goals and expectations

Why this is a problem
Friction can quickly surface if employees aren’t crystal clear on what’s expected of them.

Solution
Establish clear expectations during the hiring process and reinforce them when you make an offer. When everyone is on the same page, you can easily confirm how a new hire is performing. Plus, by having these conversations with candidates early, you can truly gauge their interest level and empower them to self-select out if they feel they aren’t qualified.

Get to your next hire sooner

On the path to hiring, there’s no shortage of stumbling blocks. Avoid these common mistakes to find the candidate who will take your business to the next level. Learn how LinkedIn can help with the search today.