Avoid Hiring Mistakes with Help from Syndeo Staffing.

While making a hiring mistake can be expensive, handling it the wrong way can be more costly.

In our last post, we discussed how better hiring practices can help companies positioned for growth expand their personnel to maximize business growth. But what if you feel too busy, overwhelmed, or desperate as a business owner to take the time to understand and implement all of those strategies? 

Good news! 

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Syndeo Staffing can help you avoid hiring mistakes.

Before we get to how we do it, let’s discuss common hiring mistakes that must be avoided if you want to hire to grow your business. 

Catfishing in the process.

Catfishing originally referred to the act of significantly misrepresenting oneself or a situation, particularly in the context of online dating. In today's fast-paced hiring landscape, the term “catfishing” has expanded to describe deceptive practices in job interviews and recruitment. It’s a real problem in recruiting as it undermines trust and creates issues for both employers and candidates. 

Whether a candidate exaggerates their qualifications or an employer paints an overly rosy picture of company culture, these misrepresentations can lead to mismatched expectations, frustration, and high turnover rates. For instance, candidates may struggle to meet job expectations if they claim advanced proficiency in a skill they’ve only dabbled in. Conversely, if you as an employer promise a collaborative, supportive workplace but deliver a drama-filled, toxic work environment, you risk losing new hires quickly. (Losing new hires is a quick way to lose money.) 

Avoid these pitfalls by focusing on building trust, ensuring clarity, and adhering to legal and ethical guidelines throughout the interview process. It is always better to underpromise and overdeliver than vice-versa. These scenarios underscore the importance of honesty, transparency, and trust throughout the hiring process.

Asking questions you can’t ask.

The purpose of any interview is for both the interviewer and the candidate to gain insight into each other’s skills, personalities, and experiences. Hiring managers or business owners conducting the interview need to be prepared with a list of questions and scenarios to discover this information. However, many managers are unaware that certain questions cannot be asked because they violate Equal Employment Opportunity regulations. 

Here are some examples of prohibited questions:

• Age: “How old are you?” or “When do you plan to retire?”
• Marital/Family Status: “Are you married?” or “Do you have kids?”
• Religion: “What religion do you practice?” or “Do you observe certain holidays?”
• National Origin: “Where were you born?” or “Is English your first language?”
• Disability: “Do you have any health issues?” or “Have you ever filed for workers’ compensation?”
• Military Service: “Why did you leave your military post?” or “Were you honorably discharged?”

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Avoiding these topics protects both the organization and the candidate from potential discrimination claims. These boundaries foster professionalism and trust, ensuring candidates feel respected throughout the process. Having prescripted questions can help interviewers avoid inadvertently asking inappropriate questions during lulls in the interview, such as trying to make small talk.  

Instead, focus on questions directly related to the job, such as:

• “Can you perform the essential functions of this job with or without accommodations?”
• “What professional skills do you bring to this role?”
• “Are you able to provide proof of your employment eligibility if you are hired?”
• “Tell me about a time you overcame a challenge in your previous job.”
• “What experience from your military training will help you in this job?”

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Lean on Syndeo Staffing to expedite your hiring process.

Syndeo Staffing can be your right-hand when it comes to bringing new members onto your team. 

We can craft detailed job descriptions, vet your candidate pool, and identify red flags that indicate an applicant may not be an ideal pick. After all, we know how expensive it is having to redo the hiring process. 

Leverage our expertise in working with a wide range of clients and addressing varied needs to ensure you don't miss key signs in the vetting process that could indicate future personality or performance issues. When no red flags emerge during the process, and you have no reason not to hire a candidate, that’s when you know you’ve found the right fit.

What to do if you’ve already made a hiring mistake

First, don’t panic or do something drastic that could be used as a basis for discrimination complaints. EEOC complaints are easy for employees to file and can result in significant costs for your company, whether through legal defense or settlement.

Syndeo always recommends following all employment laws as the situation unfolds. The standard introductory period allows your company and the new team member to determine whether the arrangement is working well for both parties. 

For most companies, this 90-day period provides enough time to evaluate performance, alignment with company culture, and overall fit within the team. If it becomes clear during this period that the partnership isn’t working, the relationship can be ended under the “not a good fit” policy, bypassing the need for progressive discipline.

If the introductory period has already passed, your Syndeo HR Business Partner can guide you through your specific situation to ensure you maintain compliance, complete the necessary documentation, and meet the requirements should a termination be necessary. 

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Trust is the ultimate resource.

Building your company requires a straightforward, focused approach—there are no shortcuts to success. The same holds for hiring the right people for your team. Establishing a reputation for trust and integrity begins with a strong, transparent recruiting and hiring process. Taking time and putting in the effort to make good hires through a well-defined process will help establish a good company culture and position your business as a desirable place to work. 

Let Syndeo Staffing take the hassle out of getting there.  

We are a partner who shares your core values and has the expertise to execute the prescreening part of the process on your behalf. Call Syndeo Staffing at 316-932-1180 today to get help making great hires. 

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To learn more about how outsourced HR services can get you back to business, contact Syndeo today!

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