5 Harmful Assumptions That Hiring Managers Make

The market has shifted so much in just a few years. Many Hiring Managers haven’t been a candidate in a long time, and may forget to consider what candidates want.

One of the biggest challenges Hiring Managers face is due to the assumptions they make during the process. These assumptions often contribute to a more complicated process, and in turn may be harming their employer brand.

1. It is okay to keep the candidates waiting

There are hiring managers who keep the candidates waiting while they interview other candidates. This affects employer brand and talent attraction efforts. Hiring managers need to make quick decisions.

Either move someone along in the process or reject them kindly. No candidate wants to wait too long. Decide if they have the skills you need, or if they will add something to your culture. Otherwise, never give them a ‘maybe’.

Job candidates won’t wait. More often than not, they’ll lose interest in the organisation and find another job interview. The employer who shows them enthusiasm, genuine interest, and keeps momentum up in the process will secure them.

2. Job candidates will accept lower salary than they requested

Of course, job candidates have complex desires and will look at the entire package (benefits, retirement & career opportunities) but dismissing their salary requirements will result in a rejected offer, a frustrated candidate, and a poorly regarded employer brand.

Instead, take their salary requests seriously. If you are able to afford it and budget accordingly, pay them what they have requested. You’ll have a satisfied and engaged employee from the first day. Imagine the great things they’ll say about your employer brand to their friends, family and social network.

3. Hiring managers need to interview everyone before making a decision

This is not a numbers game, once you find a suitable candidate you need to make a decision. You don’t need to interview dozens of people to make a good choice. What the hiring manager needs is clarity, a strong process, and confident decision-making skills.

Work with the recruitment team to ensure you have a clear understanding of what your organisation needs.

4. New hire has to be perfect from the first day

This is for hiring managers that assume the person they hire should have every single thing on their wish-list, able to do the exact job without requiring any training.

This sets up candidates for failure, and sets up hiring managers for future frustration. Every candidate will need some time to ramp up, learn the new culture, meet new people and come up with a new strategy.

Be more patient with the individuals you hire. Have goals set for their first 3, 6, 9 months and first year. But don’t be annoyed on day 5 if they aren’t ‘hitting the ground running’.

5. Unfilled roles won’t affect the business

This is a naive assumption, as the organisation will always notice the unfilled roles, which impacts the business.

Imagine an HR Manager role that has remain unfilled for 3+ months. There will be other personnels that have to do the work of multiple people.

The employers won’t have the tactical and strategic support they need from the unfilled roles. Recognise that you making an efficient and clear choice impacts them, which in turn will help your HR brand, your engagement and retention of your current team.
 

So consider these assumptions the next time you’re hiring. Ask yourself these questions:

• Have I been making any of these assumptions?
• How can I challenge those assumptions?
• How can I improve?

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This article is based on 5 Assumptions that are Harming your Hiring Efforts by Laura Mazzullo