The Two BIGGEST Mistakes CEO’s Make When Hiring (And How To Combat Them)

There’s no way around it: if you want to grow a successful team, at some stage hiring is going to feature in a big way in your business.

But what’s the ultimate cost of getting it wrong during the hiring process?

Problems during the recruitment process can lead to:

Increased staff turnover
Wasted time and money in training and development
Frustration

All of which makes you feel like you’re constantly fighting fires in your business and in a worse position than you started off in!

Over the years, I’ve worked with countless biz owners who have had this exact struggle and I’ve found that there are two main reasons this happens.

1 - They hire based on EMOTION, not STRATEGY

I totally understand why this happens.

When you get a great candidate in for an interview, especially someone who you get on with and has a great personality, it can be easy to be swept away in the excitement of it all.

Maybe some of their values aligned with yours? Perhaps you have similar ways of working?

Whatever it was, something made you sit up and pay attention to this person.

For many CEOs, this is enough to offer the job on the spot! After all, gut instinct can’t be wrong, can it?

While there are some instances where this approach may have worked out, it can be risky to recruit based on this emotion.

When you’re building your A-team, it’s important you have a well-rounded mix of individuals there. After all, if they were all high-performing and driven salespeople, you’re likely to find a clash of personalities and none of the detailed work gets done!

Whether you use Myers-Briggs, DISC insights or another profiling tool, having too many of one ‘type’ creates an imbalance, and that leads to high staff turnover.

Think strategically when you’re looking to recruit:

What is currently lacking in your team?
What weaknesses do you have that someone could fill for you?
What strengths are currently missing?

By asking these questions you’re taking the emotion out of the equation, and finding a more-suited, long-term fit.

2 - They don’t have a hiring process

If you’re having to constantly reinvent the wheel every time you’re recruiting, you’re making life extra difficult for yourself.

A hiring process gives you a roadmap to follow, develops consistency and helps you to delegate some of the stages out where you can.

Once you’ve developed a process you’ll know that you’re always asking the right recruitment questions every time, checking the right skills through your assessments and seeking references.

Everything you need to bring in the right person, every time you need to do it.

Which one of these tasks surprised you the most?

Let me know in the comments!

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