Managers succumb to a variety of mistakes in making hiring decisions. Most of these mistakes can be sorted into seven “deadly sins”.

1. Using unproven selection methods. Some selection methods are more accurate, or valid, than other methods. Managers may use unproven selection methods because they fail to understand the features of valid selection methods. A manager may mistakenly ask favorite interview questions such as “what’s your favorite color,” though this bears no job-relatedness whatsoever.
2. Poor planning. Some managers fail to plan what kinds of competencies they are seeking in a job applicant. The bases for hiring are therefore vague or uncertain. It is not uncommon to find managers entering an interview situation without having considered ahead of time what questions they should ask. As a result, they may ask invalid, inappropriate, or perhaps illegal questions.
3. Judgment errors. Decision-makers in any area are prone to a variety of errors and hiring managers are no exception to this phenomenon. Halo, in which one characteristic of a job candidate affects perceptions of other characteristics of the job candidate, often occurs in the interview. A job candidate who is highly skilled at verbal communication, for example, is often viewed highly on other technical skills, even though verbal communication may have nothing to do with technical skills. Hiring managers sometimes make “snap” judgments about candidates. That is, they make very fast decisions about interviewees, without carefully examining all of the relevant information. Order effects may also occur in hiring. After interviewing several weak candidates, the first minimally acceptable candidate may be hired, because by contrast, this applicant appears to be so much more qualified than the previous ones.
4. Hiring in one’s own image. Most people prefer to associate and work with people who have similar backgrounds (e.g., attended the same high school or college), hobbies, and interests. Known as the “similar-to-me” bias, this tendency leads managers to hire people who think and act the way they do. Unfortunately, this may lead to less innovation and creative thinking in the organization, particularly at a time when diversity is needed. Organizations composed of employees who all think alike are not going to be as effective as organizations with a diverse group of workers.
5. Lack of standardization. Particularly when it comes to the interview, managers frequently ask different questions of each job candidate. Not only can this lead to claims of discrimination, but it can be difficult to compare candidates when they have been asked different questions. Are some candidates allowed to skip certain steps in your hiring process? This sometimes happens when a “favored” candidate is granted special privileges.
6. Bureaucratic practices. Some organizations have created too much “red tape” in their hiring practices. Too many steps must take place before an individual can be hired; for example, an excessive number of managers must “sign off” on the hiring decision. Alternatively, multiple interviews, often involving repetitive questions, must occur before a decision can be made. As a result, organizations take too long and risk losing good candidates in the process.
7. Not casting a sufficiently wide net. Without a good set of recruitment practices, organizations are unable to attract good candidates for their positions. Some organizations fail to make their job openings attractive enough, either by not offering competitive pay and benefit packages or by creating a poor work environment. Other organizations fail to use the right recruitment sources, whether it is avoiding the use of Internet recruitment techniques, not posting the job internally, or not recognizing the importance of employee referrals. When good candidates fail to apply, it is difficult to hire quality employees.

Does your organization suffer from any of these seven deadly sins? It may be time to conduct an audit of your hiring practices to determine whether any of these problems exist. A future article will provide some ideas on avoiding these mistakes.