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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 #7

chartMyth #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.

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