Avoid 5 Hiring Mistakes Employers Make


Many firms are looking to improve their recruiting strategies this year to assemble the best employee team.  The best way to do so is avoid 5 hiring mistakes employers make.

Avoid hiring mistakes employers make

How about your organization?  Are you failing to hire the right candidates?

Avoid hiring mistakes employers make

In the future of work, hiring strategies must change and evolve to meet fluctuating job markets. Elements like an employee’s personality and its fit with company culture have become more important now than ever before.

 Why Employers Fail to Hire the Right People

To learn more about and avoid 5 hiring mistakes employers make when choosing candidates, keep reading.

Avoid these mistakes and make sure you’re hiring the right people with this helpful guide.  

Common hiring mistakes employers make

1. Using Out-of-Date Hiring Processes

As an employer, you realize that evolving your company to meet modern needs is a must for success. The same goes for your hiring processes. Many times, companies use an outdated job posting, interview and selection process that isn’t effective any longer when it comes to filling positions with the right worker.  

 Inclusion and Diversity

Inclusion and diversity hiring practices

Be more inclusive in your hiring practices.  Strive for diversity to attract an untapped audience.  That segment of your candidate pool, such as contingent workers, wouldn’t have been identified utilizing traditional interview methods.  Yet they can be a an effective piece of your workforce puzzle. Modifying your interview process to unearth the right candidates is mandatory for employers that judge they are not hiring successfully. While some may feel that there was a large supply of candidates looking for jobs, today’s market is more competitive.  

There are a few things a company can do to change up its hiring approach to see the full range of potential candidates and find the best worker for the job. Expanding your candidate pool by having a gender and race-diverse pipeline in place is a good starting point. Involving employees in the hiring process is another good approach to discover the right candidate to fit the job and the company culture. Assuredly, your workforce should now include direct permanent employees, and temporary workers. Your hiring strategies must address both types of workers.  

2. Hiring for Skills but Ignoring Personality and Cultural fit

It’s true a candidate’s background, skills and experience are certainly important hiring factors.  Yet, some companies hire the wrong employees because they give insufficient consideration to a candidate’s attitude and personality. Undoubtedly, skills and knowledge are insufficient if a hire can’t effectively organize and use them. If a new-hire doesn’t fit in with your company culture or does not value teamwork, it’s likely that they won’t be a valuable addition to your workforce.  

It’s true you can train employees on certain tasks and skills.  However, it’s not as easy to train soft skills and traits like interpersonal skills, enthusiasm, and work ethic. You must to assure yourself that potential hires are motivated and willing to be coached. You want to look for soft skills, such as interpersonal conduct and communication and emotional maturity and stability.  

Hiring employees for their personality and attitude as well as their hard skills is a great way to find the best person for the position and your company culture.  

3. Unrealistic Expectations about Candidates

Avoid Hiring mistakes employers make unrealistic candidate expectations

Some employers may be missing out on really good candidates if they have unrealistic expectations for who should fill certain roles. If an employer works too hard to find the “perfect” candidate, they risk running through their applicant pool without finding the “it.” Don’t look for a “perfect” candidate.  Instead, give more weight to a candidate’s strengths rather than their weaknesses.  The result?  You’ll find talent that can turn into terrific assets to your company in the long run.  

4. Problem Job Postings

At any time you may have a variety of positions you are trying to fill.  There is one thing your various job listings and descriptions have in common.  Your postings operate as a promotional tool that you use to attract potential applicants. To attract talented candidates, be certain to define the benefits to applicants.  Or, what’s in it for them. You want to include these benefits while also avoiding cookie cutter, generic, job descriptions.  

You want your job descriptions to make obvious the activities and responsibilities of the role.  Also describe what requirements job seekers must have to be eligible. Your listing must avoid hiring mistakes employers make which is to set the qualifications too high.  A common one is to require a college degree when a high school grad can satisfy the requirements.

This will avoid wasting your time and that of applicants.  But it can also help you find candidates with the specific education, experience, and ability for the role.

Subsequently, make sure you make it easy for potential candidates to apply to your job postings.  Building appropriate online reputation and presence can help you attract talented candidates as well. You want to make sure candidates are aware of your company, and that you have available positions so they can find them and apply. One of the hiring mistakes employers make is not to stand out from others hiring for the same positions and why yours would be a better fit..  

5. Ignoring Instinctive Impressions of Candidates

In the interview process, it’s important that both hiring managers and HR pay attention to their gut feelings and intuition about candidates. Make sure you are paying attention to the impression you get from candidates as well as considering qualitative information. 

Before interviewing candidates, figure out what kind of intangible qualities you would like the final hire to possess.  Figure out simple ways to test or ask candidates questions to decide if they have those qualities. Closely observe a candidate’s answers and demeanor.  That can help you get an idea of their persona and how they would benefit your team.  

The Future of Hiring

Hiring for Future of Work and get the right talent

To make sure you are hiring the the right workers for your company, avoid 5 hiring mistakes employers make often. In a study by Pega.com 78% of business leaders expect technology will change the way we work over the next two years.  Therefore, changes in the future of work means that companies and employees will have to adapt.  Subsequently, the hiring process must necessarily evolve. Employers therefore must balance between recruiting for experience, skills, and personality to find someone who will fit into their company culture seamlessly.  

Flexicrew Can Help You Avoid 5 Hiring Mistakes Employers Make

Need to hire quality talent rapidly? Get started with Flexicrew today to recruit permanent or temporary workers who can fill your company’s important positions in no time at all.  We certainly will help you avoid 5 hiring mistakes employers make.


How to Prepare for Holiday Hiring Facing Low Unemployment

Have you begun to prepare for holiday hiring?

Many businesses have a seasonal spike in the number of workers they need starting right about now.  Help Wanted ads are cropping up all over!

Employers who need to boost seasonal hires to survive the holidays are beginning their recruitment in earnest.

Holiday Hiring Perfect Storm

With low unemployment coupled with the ever-increasing growth in e-commerce,  how will you prepare for holiday hiring the number of workers you need?

Many well-known firms have long relied on seasonal teams to help manage their busiest time of year.  But as unemployment levels have fallen they have had difficulty attracting workers to the temporary, often low-paying positions.

Last year many firms reported a tough time with holiday hiring, and began to offer incentives and perks to overcome that problem. And with unemployment rates still low, employers need to realize they must provide “something extra.”   They need to differentiate themselves from other employers also seeking seasonal workers.

“Companies are fighting hard to retain and attract employees,” Andrew Challenger from Challenger, Gray and Christmas said. “They’re keeping them longer, and there’s less of this ‘hire a bunch at the holidays and dump them at the end’ because companies need them year-round.”

Prepare for Holiday Hiring Using Different Approaches

So, with the difficult hiring climate upon us, it’s time to prepare for holiday hiring using different approaches.  Get creative to see how you might improve your holiday hiring.

Reflect on these tactics for holiday hiring (and keeping) top-notch workers:

Prepare for Holiday Hiring by Contacting Quality Workers from Previous Years

Give preference to “same time, next year” candidates. Select candidates most likely to come back again next year for the busy season.  That could simplify your hiring for next year’s busy season.

Seasonal Has Become Permanent

Don’t assume you will keep seasonal hires just for the season. Some seasonal hires will be candidates for permanent positions.  Identify possible permanent hires early on.  Monitor their performance.  At the end of the busy season, decide if they’re qualified for permanent jobs.

Promote the opportunity for seasonal workers to become permanent and earn health care, retirement benefits and tuition assistance.

Prepare for Holiday Hiring and Rehiring

Assume employee turnover.  Some of your workforce will not hang in for the entire season.  That’s a given!   Prepare for holiday hiring expecting you’ll have to hire some workers to replace defectors during the season. Structure pay to reward seasonal workers who stay as long as you need them. You might consider weekly retention bonuses or provide a bonus based on production if they complete the season.

Don’t Skimp with Onboarding

Provide resources to successful onboarding your seasonal staff. Throwing seasonal employees into the job inadequately prepared could hurt your production and bottom line.

Extra Hours

Some businesses are offering extra hours to its own existing employees instead of hiring temporary workers, which could be difficult to find in tight labor markets.

Offering extra hours to current employees or to current temporary workers instead of hiring extra staff might help.  It avoids the cost of hiring or the risk of getting poor workers.

Pay vs. Cost of Living

Especially in a labor market that has a higher cost of living, people respond — as they always would — to jobs offering higher pay.

Companies able to offer more competitive wages or attractive employee perks frequently are more successful in quickly hiring their required seasonal staff.

Accurate, Up-to-Date Job Descriptions

Make sure job descriptions for seasonal hires are accurate, complete and up-to-date. Don’t just use job descriptions that are several years out-of-date. Have the supervisor who writes the job description follow an employee who does that job and update the description even for seasonal workers.

Bus Service

Offer bus service to help workers get to your site.  This will lower absenteeism and tardiness.  That will also help to lower the amount of firing and rehiring you need to do.

Hiring Attitude Plus Aptitude

Hire for attitude as much as aptitude. Frankly, most seasonal work is about being flexible and getting up to speed quickly, not a sophisticated set of skills. Look for reliable employees who stress safety and customer focus.


Retailers can offer seasonal store and distribution center employees increased wages during peak weeks and offer employee discounts on merchandise.

Some retailers will also host after-hours events such as holiday parties for seasonal associates.

Customer Service

It is more important than ever for companies to provide good customer service.   They operate in a fast-changing, competitive market. The pressure is on to have a successful holiday season.  The hiring crunch has come at a time when customers want easier shopping and more fun during one of the busiest times.

Some employers are offering flexibility in some of its seasonal positions – the chance to work from home. For example, retailers are offering remote customer sales rep positions to seasonal employees.

Increase focus on service through new training, tools and technology.  Training programs will prepare them to better serve customers, especially during this busy season.

Expand Prospective Candidate Base

Reach out to students, working moms, retired persons or just people looking to make extra money for the holidays.  They might require use of flexible hours, flexible shifts or even part-time work to fit their outside schedule.

Single-Source Staffing Agency for Holiday Hiring

If you use staffing vendors, give one sole responsibility to hire for your peak demand. Staffing agencies may be swamped filling the seasonal needs of many clients at once. Tell one agency that you will give them all your seasonal business. They should be more willing to give you ‘first dibs’ on the best seasonal workers.

Your Turn

So, study these suggestions for holiday hiring and tell us what you have done to help overcome the seasonal crunch.

Want to find out how to access Flexicrew’s broad network of skilled workers and professionals?  Contact us today!

Ask the Flexpert…Job Descriptions – Do they Matter?

Why formal job descriptions?

Ask the Flexpert
Ask our Flexpert any job description questions to get it right.

Hiring organizations have no legal obligation to develop, maintain or periodically revise job descriptions. By the same token, there are multiple advantages and legal upsides that make that practice useful.


Good job descriptions perform several important functions

They are especially useful if they are carefully written, maintained and used.

They describe the key elements, specifications and functions of every job for employers. Formal job descriptions are the basis for setting expectations for positions.  They reflect the skills and experience job candidates must have.  They are also useful as a basis for performance appraisals.

Likewise, they provide benefits to other teams or individuals who interface with a certain position to know what to expect from that function.

Key components

Then, let’s define some important parts.  For instance:

  • Job titleList of The right job description elements
  • Goals of the job
  • Pay rates
  • Hours/shifts, overtime and weekend work
  • Exempt/non-exempt status
  • Employee benefits
  • Organization reporting relationships/hierarchy
  • General duties including descriptions of significant activities
  • Position duties which make up the main part of the job’s actions
  • Background including experience, education, licenses, credentials, training, and necessary tech skills
  • Harsh states such as: contact with severe temps, prolonged standing, heavy lifting,  major overtime, etc.

Summing up

In other words, job descriptions are key details of every job, for every firm.  We described how good ones perform many central functions.  We also outlined how to write clear, concise and accurate job descriptions that define defined roles.

Also, have new-hires sign employment contracts.  They should state that they have received their job specs, reviewed them, and agree what’s assumed in their role.  This can better protect and inform both employer and employee.

Want to find out how to access Flexicrew’s broad network of skilled workers and professionals?  Contact us today!

Or ask us to review your firm’s job descriptions.