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3 Biggest Hiring Mistakes and How to Avoid Them
Hiring for the first time can be a daunting process filled with potential drwabacks. I can imagine you wanting to grow your team because you need help scaling your business, and of course the last thing you want is to waste valuable time, money, and resources on mistakes that could have been easily avoided! Lucky for you, I’ve already made those same mistakes and lived to tell the tale.
Here are the 3 common hiring mistakes business owners make and what to do instead:
Mistake #1: Not Figuring Out Your Management Capacity and Budget
Mistake #2: Neglecting to Clearly Define Roles and Responsibilities
Mistake #3: Rushing the Hiring Process
The Mic Drop:
Hiring for the first time can be overwhelming, but by avoiding these three common mistakes, you can increase your chances of success. Take the time to assess your management capacity and budget, clearly define roles and responsibilities, and resist the temptation to rush through the hiring process. Remember, hiring smart means finding the right fit for your business, setting a strong foundation for growth, and ultimately achieving your entrepreneurial goals.
When you are hiring for the first time, it’s easy to make quite a lot of mistakes that end up costing you more time, money, and headaches in the long run. I know it because I’ve made the mistakes. So you don’t have to. And in this video, I will show you the three biggest hiring mistakes. Many entrepreneurs make when growing the team for the first time.
And I’m going to show you exactly. How to avoid them so you can hire smart and build the team you need to scale your business.
No mistake. Number one, not figuring out how much you actually want to manage or can manage or have the budget to manage. Now there’s a couple of questions that go into this, that you need to ask yourself to be able. To make the distinction of, are you just gonna hire an implementer or an expert? And the first question is, how much do you want to manage?
Do you just want to be completely hands off or do you want to be active in this process to a certain extent, which then poses the question, how much budget do you actually have? To manage less, the more you gonna manage somebody and potentially have to manage somebody, chances are the less you’re going to pay for them.
And the less you have to manage somebody, the more you’re going to pay for them. A lot of entrepreneurs do not think about that when hiring for the first time. Question number two and mistake number two is positioning team members. Based on their knowledge alone. Now, yes, you need to figure out if that new team member can actually help you.
However, the mistake here is knowledge can be taught. I can teach you a process. I can teach you a tool. I can teach you how to do something. But I cannot teach a team member when hiring for the first time, the passion and compassion for my mission and my company’s values, which now brings us to the next point in this big mistake of positioning team members based on their knowledge rather than their values is knowing their values.
What are their personal values? What do they care about? What are they passionate about? And where do they see themselves within the next two to five years?
If those don’t align with your values, your company’s value and your mission. That person probably is not the right one for the job. And before we get into a pro tip on how you can use ClickUp to make all of this even easier, let’s talk about mistake number three, not having a clear job description, goals, and review process.
Now there’s a whole bunch that goes into this mistake when you are hiring for the first time. Let’s start in the beginning. You need a clear job description. What are the expectation of this new team member? What are the goals you have for this position and therefore for this team member, and how are you going to review if you have put the right person in the right position, right?
Now, writing a clear job description. You’re getting a preview on my pro tip here. Look at this job template where there is a lot of information in here from the standard of status and capacity location, start date, and that standard blob. You have a general overview. You have a perfect fit area, which means this is already going into personality types and how people are processing information and how they are working.
Before we even go into the specifics of the position and the qualifications for this position, getting a little bit more technical of what tools should you at least have an idea about what do you get out of this as a new team member? And then also what is ask Yvi about? What, what am I personally about?
What is my personality profile? What is ask Yvi’s mission and what is ask Yvi’s vision? Combined with the actual values and the application instructions gives you a clear job description when you are going out there looking for somebody. Now, this job description should be updated once you have hired the new team member to also include their personal goals and values to make sure all of that aligns.
Now, when you are setting goals with your team members, you really want to set clear goals, which means those goals have to include numbers. What is specifically expected from this new team member when you are hiring for the first time.
Now I did promise you a pro tip right here. Pro tip number one, as you’ve already seen, use ClickUp dogs to house all of your job descriptions and team information.
Now, as you can see, when we are opening up right now over our team personalities, and let’s look into mine, you can already see now what you already can sneak peek. When we are looking into the team personalities that is all collected right here in Google docs, we put here at Ask Yvi a lot of weight on personality tests.
Now, this is not a make or break it. Don’t get me wrong. This is not the. Only reason we are hiring somebody. However, all of these personality tests, and most of them are free, allow me to get a feel of subconscious decisions that are happening in my team members. Why are they reacting a certain way? Why are they doing certain things, but also.
How can I help them be their best self in the position I am putting them in? And team members can go into my own profile and see what kind of personality types I come in for. What am I strong for? What am I not so strong with? And then last but not least, don’t forget, you can use ClickUp Forms. For your whole application process, ask you new team members.
When you are hiring for the first time, those questions, let them upload the personality tests and get a really good idea before you even go into an interview with them.
Now, if you are ready to dive even deeper and get even better with your hiring process and managing your team, I have a team management playlist for you right here that will help you with all kinds of practical, as well as leadership tips to get better at managing your team.
And don’t forget to subscribe because there is more videos coming for you to be the best self and most efficient in your business!