Are You Guilty of the Most Common Hiring Mistakes?

Are you Guilty of the
Most Common Hiring Mistakes?
HARMONY UNIVERSITY
The Provider Unit of
Harmony Healthcare International, Inc.
Presented by:
Tracy Lester
Director of Talent Management

Speaker Bio
Director of Talent Management
Tracy has worked in healthcare recruitment for over 10 years.
Her extensive industry experience ranges from third-party
recruitment as a Regional Sales Manager to corporate in-house
recruitment as a Manager of Talent Acquisition for a large,
national organization to Director of Employee Relations for a
renowned healthcare system.
Tracy’s passion and enthusiasm for recruitment, coupled with
her background in employee loyalty and retention, give her a
unique ability to place individuals in long-term, value-added
positions.
Tracy has also developed a keen expertise in corporate
communication, creating national programs to improve pivotal
employee interpersonal skills.
Copyright © 2013 All Rights Reserved Harmony Healthcare International, Inc. 2

Harmony Healthcare International, Inc. 3
What CEOs are Saying
In a survey conducted by PricewaterhouseCoopers,
more than 1,000 CEOs were asked how important
different sources of competitive advantage were
in sustaining growth over the long term.
The #1 response, chosen by 97 percent, was
“access to, and retention of, key talent.”
So, what mistakes can we avoid in order to best
achieve this competitive advantage?
Copyright © 2013 All Rights Reserved

Mistake # 1:
Assuming you know who you are looking for
Knowing the position title and job description is not
all it takes to know who you are really looking for.
In advance of the interview, it is crucial to get the
various perspectives of colleagues and company
leaders in order to clarify the job functions and
desired output from this new hire, which will
determine success for this role.

Mistake # 1
(Cont.)
Develop a scorecard that articulates these specifics
and use as a guide throughout the interview process.
Predetermine who will be part of the interview
process and ensure that all team members
understand the parameters of the position and
qualities of an ideal candidate.

Mistake #2:
Confusing “recruiting” and “hiring”
Most use these terms interchangeably, but the reality
is, they are separate things.
Recruiting involves defining the position and ideal
candidate in order to communicate the recruiting
message to attract the right prospects.

Mistake #2
(Continued)
Hiring involves vetting and interviewing these
prospects to choose the right candidate and then
ensure a smooth on-boarding experience.
Keep these two processes separate and clearly
defined in order to maximize the impact of both in
achieving the best qualified candidate for the
position.

Mistake #3:
Lacking preparation on the company level
Take the time to thoroughly review the candidate’s resume
prior to your meeting. Highlight areas of intrigue or
concern.
Research the candidate, much like the candidate should
research our company. With today’s technology,
information is at your fingertips!
You can then develop a series of behavioral questions
based on the candidate’s specific information.

Mistake #3
(Continued)
Take the time to prepare the staff and others at the
facility to ensure the candidate has a positive,
welcoming experience.
Prepare your meeting space and ensure it is clean and
comfortable.
When interviewing a candidate, you are hosting
them, so be a host!

Mistake #4:
Lacking preparation on the candidate level
Keep in mind that the candidate is evaluating your
company and the opportunity from the moment they
receive their first call from you. Their impression
starts immediately. So make it count!
Everyone appreciates a person and a company that
has their act together and exhibits positivity and
consistency.

Mistake #4
(Continued)
Ensure that the candidate has all of the necessary
information about their meeting. Go the extra step
and email a meeting confirmation providing the
candidate with who, what, where, and when.
Constantly be representing your level of integrity.

Mistake #5:
Doing all the talking and ignoring non-verbal communication
Fight the urge to sell… if you have done your recruiting and
preparation processes right, there is no need to sell the company to
your candidate because they already know what you are all about.
Actively listen and allow the candidate room to talk, which will
provide valuable insight and information about them.
Ask them about their last positions and previous experiences,
bosses, environments… then be quiet and listen. You will likely
hear much of what you really need to know about the candidate’s
potential fit for your team.

Mistake #5
(Continued)
Pay attention to the nonverbal communication taking
place. There is a lot to be gleaned from eye contact,
posture, gestures, and facial expressions.
Consider energy level, confidence, intonation… ask
yourself, how did I feel after that interview?
Motivated, enthused, engaged, tired, perplexed?
These feelings are indicative of how you and those
who work with this candidate will feel.

Mistake #6:
Giving into pressure
The vast majority of organizations hire too quickly.
You may gloss over things you hear or see because
you really need to fill the position. Don’t justify the
red flags you see in an effort to get the position filled.
Nothing good comes out of hiring under pressure.
The wrong hire can result in negative effects on your
current employees and the organization overall.
The right candidate is worth the wait. Always.

Mistake #7:
Using your Gut
DON’T! It is just too easy to fall in love with the first
shiny person that comes along and tells you everything
you want to hear.
You may justify and get excited about why a candidate
is a good fit, which is why it is the interviewer’s role to
find out what is potentially wrong and where the issues
may be.

Mistake #7
(Continued)
This is also why it is crucial to establish a team of people
that will be part of the interview process. The team will
offer you different perspectives and insights. It is
sometimes also good to have a “naysayer”– someone
who is particularly good at poking holes and sniffing
out the garbage.
Even the best of us need support in making these
important organizational decisions, so use it!

Harmony Healthcare International
Have you Considered a Customized Complimentary
HARMONY(HHI) MEDICARE PROGRAM
EVALUATION
or
CASE MIX ANALYSIS
for your Facility?
Perhaps your facility has potential for additional revenue
Assess your facility against key indicators and national norms
Email us at for more information
RUGS@harmony-healthcare.com
Analysis is cost & obligation free
Harmony Healthcare International, Inc. 18Copyright © 2013 All Rights Reserved

Are You Guilty of the Most Common Hiring Mistakes?

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Are You Guilty of the Most Common Hiring Mistakes?