10 Hiring Mistakes I See Most as a Talent Optimization Specialist

Elevating Business Success through Emotional Intelligence

Advances in technology and the use of behavioral and cognitive assessments have greatly improved the hiring process for many companies.

Unfortunately, we still have a long way to go until the hiring process realizes its true potential and meets the needs of both sides.

As someone who has seen the full spectrum when it comes to hiring processes…the good, the bad, and the ugly…here are 10 mistakes that could be avoided.

Rushing the hiring process: One of the biggest mistakes companies make is rushing through the hiring process. When you’re in a hurry to fill a position, you may overlook important details or skip steps in the screening and interview process. This can lead to hiring the wrong person for the job.
Focusing too much on qualifications and not enough on culture fit: While qualifications and skills are important, it’s also crucial to consider whether a candidate will fit well into the company culture. Hiring someone who doesn’t align with the values and work environment of the company can lead to dissatisfaction and turnover.
Neglecting to conduct thorough reference checks: Reference checks are an essential part of the hiring process, yet many companies fail to conduct them properly. Checking references can provide valuable insights into a candidate’s work ethic, performance, and fit for the role. Neglecting this step can result in hiring someone who may not be the best fit for the position.
Overlooking the importance of diversity and inclusion: Building a diverse and inclusive workforce is not only the right thing to do, but it also brings numerous benefits to a company. However, many companies still overlook the importance of diversity and inclusion when hiring. By not considering a diverse pool of candidates, companies miss out on fresh perspectives, innovation, and the ability to better connect with a diverse customer base.
Failing to provide a positive candidate experience: The candidate experience matters, even to those who are not ultimately hired. Failing to provide a positive and professional candidate experience can harm your employer brand and deter top talent from considering future opportunities with your company. It’s important to communicate clearly, provide timely feedback, and treat all candidates with respect throughout the hiring process.

Not defining clear job requirements: Failing to clearly define the job requirements can lead to confusion and mismatched expectations. It’s important to have a thorough understanding of the skills, qualifications, and experience needed for the position before starting the hiring process. Well-written job descriptions aren’t a luxury, they’re a necessity.
Relying solely on interviews: Interviews are an important part of the hiring process, but they shouldn’t be the sole basis for decision-making. Depending solely on interviews can lead to biases and subjectivity. It’s important to incorporate other assessment methods such as skills tests, work samples, and behavioral assessments to get a more comprehensive evaluation of candidates.
Neglecting internal talent and promotion opportunities: Companies often overlook the potential of their internal talent pool. Failing to consider internal candidates for promotion opportunities can result in demotivated employees and a lack of career growth opportunities. It’s important to have a system in place for identifying and nurturing internal talent. Succession planning should be part of your annual strategic planning meetings and included in QBRs as well.
Hiring based solely on past experience: While past experience is important, it shouldn’t be the sole factor in the hiring decision. Overemphasizing past experience can limit diversity and overlook candidates with potential and transferable skills. It’s important to consider a candidate’s potential, willingness to learn, and adaptability to new challenges.
Ignoring red flags or gut instincts: Sometimes, there may be red flags or gut feelings about a candidate that shouldn’t be ignored. Ignoring warning signs can lead to hiring someone who may not be a good fit for the role or the company culture. It’s important to trust your instincts and thoroughly investigate any concerns before making a hiring decision.

Hiring the right person for the job is both art and science. Labor is often the highest line item on the P&L, don’t leave the person-role fit to chance.

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Jason G.

May 2, 2024.

I’ve had the pleasure of working with Nicole as a consultant, trainer, and administrator of Predictive Index for both for-profit and non-profit entities. In both cases, the PI software proved to have an immediate impact on my teams With the non-profit organization, we used PI to evaluate both our board members and frontline outreach teams. The PI data was used to better align our board committees and to give our executive director an easy-to-read playbook for managing the diverse personalities and motivations of a growing board. I’m unaware of what other tools could have given us the deep insights we got from PI, and they came at a critical time. It was indeed a blessing. With our outreach teams, PI gave us the same level of operational management insight. We were also able to leverage the software as a screening tool within our hiring process. Nicole trained several of our board members and team leads on the software so that we had the working knowledge to access and integrate the many recommendations into our daily workflows. Due to the successful implementation with the non-profit, I introduced Nicole to the HR manager at my employer. I suggested an in-house demo with one of our teams that needed some tweaking following a recent expansion. There was some hesitation, even a little pushback. Some team members felt we were “too busy” even to take the questionnaire, let alone roll out whatever new practices it would recommend. What’s rewarding about PI is that the whole system initiates with two simple questions. Even those in opposition had to yield to its simplicity. From there, it was a similar experience as that with the non-profit. The “work-style” assessments were incredibly accurate, and they immediately helped the team’s directors identify the sources of common tension points within the group. I left that organization for a C-level position with another company, and I was able to perform the same team and organizational assessments for my new group. Consistently, PI delivered the relevant insights to empower us as leaders to get the most out of our group. Beyond that, the PI assessments spotlight what our organization is presently set up to accomplish vs. what we, as leaders, have defined as our organizational goals. That distinction is invaluable and eye-opening as we focus our strategic plans. Far more than the value of the software, Nicole’s expertise, generosity, patience, and compassionate nature have been instrumental in helping our teams understand and adopt the PI recommendations. We operate in a competitive industry, and people management has never been as challenging as now with the recent shifts in the labor market. I’m thankful to have PI as a tool and Meraki as a partner to help us be more skillful and efficient in our people management, which, of course, translates directly to the successful delivery of our products and services.

T.H., Non-profit

January 6, 2024.

The depth of Nicole’s heart is unmeasurable. I met her for the first time in a parking lot unloading necessities for a group of young people who were searching for guidance and in need of necessities. Her giving didn’t stop there. She continued to bless our non-profit with her gifts and resources. Two years later she is pouring into our organization with her wisdom, using the Predictive Index to build a foundation that has taken our non-profit to stages that a “new” and “small” non-profit can only dream and hope for. Her wisdom, gifts, and talents have changed our organization! We doubled our guesstimated reach of serving vulnerable youth this year, youth that are wandering our streets, in the community we call home, searching for someone who will show them their worth. Our mission is that no youth will journey life on their own without a consistent, healthy adult beside them. Meraki Consulting Partner is walking beside our team and we are so deeply grateful, as is our community and the youth we’re currently serving and will serve! Thank you!

P.C. ,Travel

December 15, 2023.

“I have gone into a coaching session completely broken and in tears. Everything seemed to be going wrong in my life and work was a nightmare. Nicole listened to everything I said and even brought things to my attention that I had never really thought about. By the end of our session, I was laughing and had a game plan for tackling issues at work and home.”

D.R., Engineer

October 12, 2023.

"Nicole is undaunted in her approach to breaking down the barriers of limiting beliefs. Thanks to her I have a new appreciation for my strengths and talents and the desire to grow even more than I have already.”

The 10 Hiring Mistakes I See Most as a Talent Optimization Specialist

Elevating Business Success through Emotional Intelligence

Try The PI Behavioral Assessment for Free!

Our Clients Say it Best

Are you the Leading Lady in Your Own Story?

Shouldn't You Be?

Elevating Business Success through Emotional Intelligence

Try The PI Behavioral Assessment for Free!

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Our Clients Say it Best

Are you the Leading Lady in Your Own Story?

Shouldn't You Be?