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Hiring Myths Busted

 busted

     Top Ten Hiring Myths That Cost Business (Big) Money

Myth #1: I can only afford to hire people who have experience (usually at least 3-5 years') in this country/industry/job.

Myth #2: A solid résumé and a crisp, focused and well-written cover letter define the best candidate.

Myth #3: Finding the right person is a numbers game. To improve my odds of finding the right person, I need to broadcast my opening using the big recruitment boards, the niche boards, and selected papers and publications.

Myth #4: First impressions are everything. A candidate needs to impress me in the first five minutes.

Myth #5: We need to offer top pay and top of the line benefits if we have a hope of attracting and keeping top performers.

Myth #6: To really get to know a candidate, you need to rely on a good set of behavioural interview questions. Past behaviour is, after all, the best predictor of future performance.

Myth #7: There’s no point in investing any time or effort in training and keeping these pesky Gen X and Gen Y kids. They’re too disruptive to our business and won’t stay for more than a year anyway.

Myth #8: The quickest and surest way to gain an advantage over my competition is to hire away their top performers. Their loss is my gain.

Myth #9: Low turnover or no turnover is a good sign we’re doing a lot of things very well. Why rock the boat?

Myth #10: Investing in employee satisfaction makes good business sense.

Myth #11: Not everyone here should be a top performer. We need some Steady Eddies, or we’d drive ourselves nuts trying to satisfy everyone’s career expectations.

 

 

  

Hiring Myth #8

chartMyth #8: The quickest and surest way to gain an advantage over my competition is to hire away their top performers. Their loss is my gain.

"Average" is NOT a viable competitive strategy

chartFocusing on reducing turnover and investing in employee retention only make sense if you have the right people to start with. Keeping 'B' and 'C' players will kill your workplace productivity. Truth i...

Extending the LEAN philosophy into HR

magnifying classLEAN practices have been in place in manufacturing and service environments for decades as a means of raising the quality of the product or service and boosting workplace productivity through employee...

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