As the leader of a mission-driven organization, you strive to make a positive impact. It’s pretty much the whole point, right? However, hiring the right people is crucial to achieving that mission. And it’s likely you’re a leader first and HR expert second. Or third. Or not at all. Often, well-intentioned leaders and organizations fall into common hiring pitfalls. Here are six key mistakes and how to avoid them when you’re making your next hiring decision.
Mistake 1: Not offering high enough salary to attract the best
You don’t have the world’s biggest budget. So it’s easy to fall into the unspoken assumption that candidates will accept lower pay due to shared values. While passion is essential, talented individuals also require and deserve competitive compensation. Even the most dedicated people have to take care of themselves and their families and will move on to better paying positions if needed. Don’t lose out on the best people by lowballing them before they’re even hired.
The Fix:
- Conduct market research to benchmark salaries for similar roles. Consider a compensation analysis. If you need to convince the board to give you more flexibility in what you can offer for pay, this is the best way to do it.
- Highlight non-monetary benefits like flexible hours, remote work options, and professional development opportunities.
- Be transparent about the organization’s financial situation while demonstrating a commitment to fair pay.
Mistake 2: Hiring for personality rather than talent
We can’t blame you. We’d all prefer to work with someone fun and easy to get along with. A friendly demeanor is important, but skills and experience should take precedence. Overemphasizing personality can lead to overlooking qualified candidates who might be less extroverted but highly capable. And who knows, once they’ve gotten both feet on the ground, they may end up being the personality hire you’ve always wanted and ideal for the role.
The Fix:
- Develop a clear list of required skills and qualifications for each role.
- Use skills-based assessments and work samples during the interview process.
- Ensure that the interview panel includes a diverse range of perspectives to reduce bias.
Mistake 3: Not treating hiring like a business process
Informal hiring practices, such as hiring a “friend of a friend’s kid,” can lead to poor outcomes. It might have worked back in your day, but now is the time to not make it personal and try to hire on merit rather than connections. A structured approach ensures fairness and identifies the most suitable candidate.
The Fix:
- Establish a clear hiring process with defined steps and responsibilities.
- Use standardized interview questions and evaluation criteria.
- Document all hiring decisions and rationale for transparency and accountability.
- If a friend or a relative asks for a favor, explain that your hands are tied and you can’t grant any special exceptions to your hiring process.
Mistake 4: Hiring too fast for the sake of someone being there
You know the phrase: Marry in haste, repent in leisure. That’s how it goes with hiring too fast. Feeling pressure to fill a vacant position quickly can lead to making hasty decisions. Hiring the wrong person can be more costly in the long run than waiting for the right fit.
The Fix:
- Plan ahead for staffing needs and avoid last-minute hiring rushes.
- Prioritize quality over speed.
- Use temporary staffing solutions if immediate assistance is needed while conducting a thorough search.
- If you need an expedited process, consider enlisting the help of a search firm.
Mistake 5: Hiring for resume rather than belief in mission
Resumes showcase experience, but passion for the organization’s mission is equally crucial. Candidates who genuinely connect with the mission are more likely to be engaged and dedicated. And they’ll likely stay with you a lot longer.
The Fix:
- Incorporate mission-related questions into the interview process.
- Ask candidates to articulate their understanding and connection to the organization’s values.
- Look for evidence of prior commitment to similar causes or activities.
Mistake 6: Not background checking
Neglecting to perform background checks can lead to major liabilities. Verification is essential for ensuring safety and maintaining trust. No matter how unlikely it seems that your candidate isn’t exactly who they say they are, you’ve got to do your homework.
The Fix:
- Develop a standardized background check policy.
- Use reputable background check services.
- Communicate the background check process to all candidates upfront.
Live and learn
These mistakes hit a lot harder when you actually make them yourselves. We hope you haven’t had any of these negative experiences, but if you have, now you know. And if you haven’t, hopefully this guide will keep you from making them in the future.
