5 Hiring Mistakes That Are Hurting Your Business

As a CEO, you understand the importance of building a strong team. Your employees are the backbone of your business, and hiring the right people can make all the difference in your company’s success.

Whether you have a few contractors or ten employees, you’ve probably already seen firsthand just how much of a help it can be. 

But in the rush to fill open positions, I often see CEOs make mistakes that can cost them time, money, and migraine-level headaches. Just like a new Britney Spears CD on your Walkman back in ‘02, I know it’s tempting to skip straight to the good stuff (Oops…I Did It Again anyone?). But hiring before you’re ready could be hurting your business.

So let’s look at a few hiring mistakes — and how to avoid them!

Hiring Mistake #1: Skipping the Prep Work

Before you even think about posting that job ad, it’s crucial to take time to define the role and your expectations. I talk about this A LOT, but that’s only because it is truly mission-critical. 

A vague job description is like a recipe with no measurements. Really, it’s just a recipe for disaster! It attracts unqualified candidates, creates misaligned expectations, and wastes everyone’s time — including yours. 

To nail your hiring prep, try this instead of dashing to the finish line (or…offer letter):

• Start with the Outcome: Define the results you want from this role. Instead of hiring a “Social Media Manager,” think about specific goals, like growing your audience by 5% each month or posting three times a week.
• Craft a Killer Job Description: Lay out all the responsibilities, skills, KPIs, and company values you’re looking for. Keep it specific but concise!
• Get Your Team’s Input: Chat with your current team. They might spot gaps or overlaps you didn’t even consider, ensuring the new role fits seamlessly into existing workflows.

Hiring Mistake #2: Rushing the Process

When you REALLY need the help, it’s tempting to hire the first person who walks through the door. It’s also tempting to give into the daydream that your new hire is going to solve all your problems from the get-go. 

The truth is…hiring takes time to work itself out. Your new hire needs guidance and support as they ease into their new role. And that’s exactly why rushing the hiring process can do so much damage.

When that adjustment period is over, you could be left with someone who just isn’t a good fit. By then, you would have already wasted a few weeks, even months, trying to make it work.   

Here’s how to pump the brakes and avoid a hasty hire:

• Plan Ahead: Anticipate your hiring needs early and keep a “bench” of potential candidates or freelancers you trust for future opportunities.
• Structure Your Interviews: Set up a scoring system to objectively evaluate candidates based on their skills, experience, and alignment with your values. This way, you can compare candidates apples to apples.
• Give ‘Em a Test Run: If you can, try bringing candidates on for a test project or probationary period to see their skills in action. This will give you a chance to assess their abilities in real-world scenarios (and please pay them for their work/time!).
• Keep Everyone in the Loop: Be honest with your team about the hiring timeline. This gives you enough time to thoroughly vet candidates and ensures everyone has realistic expectations.

Hiring Mistake #3: Ignoring Your Gut

Going back to trusting your gut, don’t be so logical or meticulous about your decision that you ignore the sinking feeling in your stomach. It’s there for a reason.

Red flags during interviews or the first 90 days of employment could be signs of bigger issues later on — like poor communication, lack of accountability, or mismatched values. 

Here’s how to stay alert and avoid future problems:

• Ask the Right Questions: During interviews, dig deep with behavioral and situational questions to understand how candidates have handled past challenges. For example, ask them to tell you about a time they missed a deadline and how they handled it.
• Check Those References: Don’t be shy! Chat with previous employers or colleagues to get insights into the candidate’s work ethic and how they mesh with teams.
• Again, Listen to Your Gut: If something feels off, don’t brush it aside. Talk it over with your team to validate your concerns or offer additional perspectives.
• Monitor Early Performance: Keep a close eye on how your new hire is doing, especially during those first 90 days. No one will be perfect, but they should start getting the hang of it by then. 

Hiring Mistake #4: Skipping the Onboarding Process

Onboarding is more than just paperwork. It’s about making your new employee or contractor feel welcome, integrated, and equipped to hit the ground running. A weak onboarding process can very quickly turn good potential into poor performance.

New hires may feel unsupported, question their decision to join, or misunderstand expectations, ultimately increasing turnover and wasting all your hiring efforts. All things you want to avoid! No one does their best work feeling that way. 

Instead of winging it, try:

• Creating a Structured Plan: Map out a clear plan for their first 30, 60, and 90 days. Include key goals, introductions, and training sessions in this plan.
• Pairing Them with a Mentor: Hook your new hire up with a seasoned teammate who can guide them through the company culture and processes. It’s like having a built-in guide!
• Using Tech to Your Advantage: Tools like Asana can help automate onboarding checklists, provide training modules, and track progress.
• Keep the Feedback Flowing: Regularly check in with your new hire during the onboarding period. Ask how things are going, what’s confusing, and how you can make the experience better.

Hiring Mistake #5: Forgetting Your Current Team

Adding a new team member shifts team dynamics and workflows. Don’t forget about your current crew in the process! 

Yes, ultimately it is your business. But truly, it takes a village, and you can’t get there without their help. If you trust and value the option of your current team (and you should), don’t forget to talk it over and plan with them, too. 

Here are a few ideas to keep everyone involved and supported while you make that new hire:

• Assess Workflows: Before hiring, figure out how the new role fits into existing processes. Will the new hire create new dependencies? Will their work affect others?
• Communicate Clearly: Talk to your team about why you’re hiring, how it benefits the company, and how it will help them.
• Set Collaboration Ground Rules: Establish clear expectations for how the new hire will work with your existing team.Will they report directly to you or work closely with someone else?
• Think Long-Term: Consider how this new role fits into your long-term plans. Will it help you scale your business? Will this hire pave the way for future growth? For example, if you hire a part-time content creator now, will you eventually need a full-time marketing team?

Skip the Hiring Mistakes and Work With a Pro!

Hiring the right people is crucial for any business, but it’s not always easy. But by understanding these common mistakes and implementing the strategies outlined above, you can set your team — and your business — up for success!

Ready to build a dream team but need a little extra help? I’m here for you!  Think expert guidance on everything from defining job roles and crafting compelling job descriptions to creating structured interview processes and seamless onboarding experiences. 

Let’s chat about how to find the perfect people to take your business to the next level — I have one retainer spot open!