I started this series last week, the five biggest mistakes in hiring.

1. The manager underestimates the time span capability required for success in the role. To effectively make the hiring selection, the manager has to identify the level of work related to problem solving and decision making.

2. The manager uses the resume as the central document during the course of the interview. Using the resume allows the candidate to tell brilliant prepared stories that may or may not relate to the critical role requirements. The central document during the interview should be a list of specific written questions directly related to the work in the role.

3. The manager fails to write a complete specific role description organized into Key Result Areas. Most managers shortcut this step by substituting a job posting, using a generic job description or using a job description that was prepared years ago and stuck in a three ring binder. Organizing the role description is one of the most critical steps in the hiring process.

4. The manager fails to prepare a written list of questions specifically related to the role description, organized into Key Result Areas. Most managers think they know enough about the job, to wing their way through the interview, off the top of their head.

5. Without a list of intentional questions based on the role description, the managers asks a series of unproductive questions that fail to capture real data related to critical role requirements. This includes questions about favorite animals, hypothetical questions and future based questions.

At some point of frustration, I created a course and wrote a book to help managers navigate the interview process in building the right team. You can find out more information by following this link – Hiring Talent.