Feb. 10, 2021

124 4 Most Common Hiring Mistakes CPAs Make and What to Do Instead

124 4 Most Common Hiring Mistakes CPAs Make and What to Do Instead

Erin Longmoon, Owner of Zephyr Recruiting shares the 4 most common hiring mistakes business owners make, and what to do instead. There is a reason that so many business owners have hiring PTSD and staff that are challenging: hiring correctly is not as...


Erin Longmoon, Owner of Zephyr Recruiting shares the 4 most common hiring mistakes business owners make, and what to do instead. There is a reason that so many business owners have hiring PTSD and staff that are challenging: hiring correctly is not as easy as it looks. Erin is on a mission to eradicate toxic workplaces by helping clients find the RIGHT FIT (™) employee.

Today Erin shares the 4 most common hiring mistakes business owners make, and what to do instead. 

 

The 4 most common mistakes made when hiring:

1. Hiring someone you know or someone who was referred to you by someone you know. This actually does not have to be a hiring mistake if done correctly. In fact, using your network to grow your team is a great tactic, the problem is that it often leads to having unconscious bias that this person must be a great fit if they are being endorsed by a trusted source, especially when it is someone you are close to. We are therefore no longer able to see this candidate objectively or clearly. 

2. Hiring primarily for skills, education, and experience.
You know the drill, you see that really impressive resume in your inbox and think “wow, if I can get this person on my team, we will be light years ahead of our competitors”, or “we can finally elevate our service offerings”, or some version of that. You interview the person, are totally impressed with their knowledge and expertise, and you pull out all the stops to get them, and they start with you – you scored!!! But... at some point, usually within a few months of hiring them, something is not right and BAM! It backfires! Why? Because culture fit was ignored. It is imperative, I repeat, i-m-p-e-r-a-t-i-v-e that culture fit is taken as seriously as skills, education, certifications, and experience.

3. Not having a recruiting strategy. Think of recruiting as a project, with a beginning, middle and end, and with a measurable goal to let you know you have succeeded, (in this case, finding your BEST FIT™ employee). And just like all projects you need to identify objectives and goals, allocate resources ($ and people), create an action plan- basically you need strategy for the project to succeed. Many small business employers just identify the need to hire and jump right to posting a job and hoping it works- but hope is NOT a strategy! Recruiting is a whole industry for a reason, it takes methodology, expertise, experience, strategy, and more to be consistently successful.

4. Not doing your full due diligence when vetting a candidate. You created a strategy, now you have to use it, consistently. Often, we end up fast-tracking a candidate because they seem great during the first interview, and you need someone NOW! So, you jump to the offer, skipping all the steps you identified in your Recruiting Strategy. This is a huge mistake because: 

    1. You could miss big red flags and critical information that can come back to bite you after you made the hire. 
    2. You could make a quick decision to not hire someone and they could end up having been your BEST FIT™, but because you did not follow your strategy, you missed out. This often happens with unconscious bias as well. 
    3. It could get you into compliance trouble. Every candidate MUST go through the same process per hiring cycle. By having a well outlined process, that is followed with each candidate, you mitigate your risk for discrimination lawsuits, and if you do get sued, it will help you defend your case, by being able to prove you have a process that every candidate goes through equally. 

Are you interested in the PDF related to this episode? Simply email me with an obvious subject title like, “Please email me the PDF related to episode XXX” and I will happily email it to you.



Bonus tips:

  • Anticipate 2-3 months from deciding to hire, to having the spot filled. 
  • Anticipate 4 - 6 weeks of training. 

 

That means you will want to start thinking about the hiring process 4 - 6 months before you actually need the person to be up and running. 


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Connect with Erin and get “20 Questions to Determine Culture Fit”:

Website: https://www.zephyrrecruiting.com/

LinkedIn: https://www.linkedin.com/in/longmoon/

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