You need to take care during the hiring process, of course.

If you hire the wrong employee, your business might suffer as there will be less chance of you reaching your goals. You can be forgiven for being vigilant then, as if any obvious red flags show up on the applicant’s resumé or during the interview stage, it might be in your best interest to move on to the next candidate.

However, don’t be too dismissive, as you might miss out on a star employee. There are some hiring myths you need to consider, so heed the following the next time you’re looking to appoint somebody for a position within your business.

Hiring Myth #1: Always hire the most qualified candidate

We aren’t saying qualifications don’t matter, but they shouldn’t be deal-breakers. You might hire the most qualified person for the job, but despite their paper credentials, they might lack the common sense to carry out the tasks you have given them. They might also struggle in team and customer service situations, as their people skills might be lacking. So, don’t let a candidate’s qualifications sway you too heavily. Consider the experiences they have had, both in the workplace and out in the wider world. Look for a sense of passion and enthusiasm when you are at the interview stage. And look for signs of a strong work ethic when approaching their referees and examining their resumés. There is more to an applicant than his or her qualifications, so take a more rounded approach when deciding who might be the best person for the job. 

Hiring Myth #2: First impressions matter at interview

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Well…yes and no! If the applicant clearly hasn’t made an effort with his appearance, and if he shows clear signs of disrespect when engaging with you, then you might question the validity of their place in your business. However, you also need to remember that most applicants will be nervous when coming for an interview. They might stumble as they walk through the door. They might stutter over their words when they answer your questions. And they might appear forgetful when asked to talk about something specific. Your first impression might not be a good one then, but does that mean they aren’t the right candidates for the job? If their resumé has already shown they have the skills and experiences necessary for the position, and if they have excellent references to back up their application, then you might want to overlook any mistakes or fumbling behavior patterns. Take steps to make the interview less stressful for the candidate, and hopefully, you will get a better impression of the person sat in front of you. 

Hiring Myth #3: Don’t hire somebody with a criminal conviction

It’s in your best interest to run criminal background checks on your applicants, as you don’t want to employ somebody who poses an obvious threat to your business. You might want to think twice about hiring somebody with a conviction of theft if the position you had on offer involved money-handling, for example. However, you need to remember that people do deserve a second chance. If the convictions in question happened a long time ago, and if they are irrelevant to the position that you are offering, then you might want to think carefully before dismissing the application outright. This is especially the case if the candidate in question can show evidence of moving on from the conviction, and if they have the traits needed for the job you are offering. You also need to remember this. People with a criminal record find it difficult to get a job, so if they are actually offered a position, they are more likely to make an effort with the work they have to do, as the last thing they want is to end up back on the unemployment line. Be broadminded then, and try to get an overall picture of the person before ruling them out completely.

Hiring Myth #4: You should wait for the perfect candidate

Well, you will be waiting a very long time if you do. While you might be keen to employ somebody who ticks all of the right boxes, you might want to reevaluate your criteria if you struggle to fill the position available. Instead, look for potential in the applicants who approach you. If they don’t have all of the skills you are looking for, you might still consider them if they can showcase a few. On-the-job-training can fill in the blanks. And the same applies to the qualifications that you are looking for. As we discussed earlier, if the applicant shows other employable traits, you might employ them anyway. They might then take the qualifications you expected at a later date.

Finally

So, don’t let these hiring myths cost you the right person for your business. While care needs to be taken, you shouldn’t be quick to dismiss anybody who might later turn out to be a shining star amongst your employees.

Thanks for reading.