All-4-HR Blog Spot: NOW YOU KNOW BETTER

How many times, as an HR professional, you've made a decision, knowing in the back of your mind, it was not the right decision? Hence the decision—yes—you paid the price for it too! I am speaking of mistakes The Business of HR that just simply should not be made. It’s called due diligence, right?

Let me give you an excellent example! I was working with a client building his workforce, as his virtual human resource manager. He met a young lady in the city where he lived and his company resided. So, he called me and says, “I met this lady…..” He went on to say how “Fired up” the candidate was and wanted me to hurry up and interview her as he thought she would be excellent for one of the several positions we were attempting to fill.

I scheduled a teleconference with the candidate and yes, interviewed her. Did I mention, my client’s words were she was “fired up” and perfect for the position? Let’s just say “Fired Up” is putting it mildly. While my client spoke of the woman being friendly, during our interview, the candidate was fired up, aggressive and to an extent combative. This was during the virtual interview. I prepared a memo to my client on my findings and my recommendations for NOT hiring the woman. While I am sure the woman could be nice, she just was not a good fit for the Company. In fact, she was too “fired up”. I took into consideration among the actual interview process, I was never, ever able to reach any of her references.

But guess what…..? My client hired the woman anyway! I can’t tell you how difficult the next year was for this client after he hired the candidate. Common mistakes include:

1. Ignoring the Signs. Sometimes a candidate may be able to hide certain characteristics during the interview process and onboarding. However, when you see the signs, and ignore them, that’s different and totally avoidable. Do NOT ignore Red Flags!

2. Illuminating Reference Checks. Check references! Do NOT illuminate reference checks. They are essential to making an informed decision during the hiring process.

3. Carefully reviewing skills and qualifications. Do NOT ignore a candidate’s skills just to fill a position. Hind side is there is a difference between a candidate who is trainable and lacks certain skills and a candidate that has skills and is NOT trainable.

4. Ignoring toxic situations in the workplace in hopes of them going away. Toxic situations will NOT go away by themselves. The earlier a situation is resolved, the better. Let me say it again. Toxic situations do not go away by themselves!

5. Asking employees to make suggestions and not really being interested in what they have to say. As HR professionals, business owners, etc. we need the contributions of our employees. When employees know they have a voice in their workplace, it makes all the difference. Listen to your employees’ suggestions and utilize the suggestions that are applicable. It will enhance the organization BIG TIME!

As HR professionals, it is important to make informed decisions and be progressive in effectuating HR policies, procedures and practices in growing a workforce. Informed mistakes are not an option. As HR professionals, you must perform HR due diligence.

See you soon!