10 proven pros of hiring millennials

Well, you probably heard so many bad things about hiring millennials. But actually, most of these stories were probably exaggerated or were a result of major generational differences in the workplace. Trust us, there are worse hiring mistakes you could do than hiring younger talent.

And even if you really want to avoid millennials, soon you’ll be left with no talent pool because the Baby boomers are all retired, and Generation X will soon be too.

Millennials are very sensitive to social issues

Employing millennials can benefit a company’s public image. Millennials tend to be socially conscious and will voice concerns if they feel a company project or marketing campaign might offend or exclude certain groups.

By listening to millennial employees and considering their perspectives on inclusiveness early on, companies can make internal adjustments to campaigns and other initiatives. Since they will speak up their minds if your project or your marketing campaign is offending one sector of the community, you can already edit it out internally so once you put out the project or the campaign, it will be well-loved by the whole community.

Millennials work for the company’s purpose

This is the main difference between hiring millennials versus other generations. As most millennials are doing side jobs that are able to support them well, they choose a day job that well reflects their stand in social and political issues. 

Millennials usually work in companies that have a mission geared towards helping the needy, companies that help in environmental conservation, or companies that have a proven track record in their corporate social responsibility.

They believe that their generation can save the dying world created by the generations before them so they make sure to contribute positively to society. Hence, hiring millennials can save you a lot of money and reinforce your company’s positive impact on society and the environment. Not hiring them would create a big void in your company.

They are flexible and can easily adapt

Another reason why hiring millennials is a good idea is that they’re good at seeing the bigger picture. And that encourages them to be flexible and adapt.

Millennials have grown up in an era of constant change. This unpredictable environment has taught them how to adapt easily. That’s why they’re not afraid to change jobs if they see no growth, which is often mistaken with impermanence.

They offer creative solutions

Millennials’ lack of traditional experience and knowledge can be an asset in driving workplace innovation. Without decades-long careers to shape their perspectives, millennials offer fresh, creative takes on processes, products, and functions. Their fluency with digital tools and technologies further enables them to put forward innovative ideas and solutions naturally. Companies can leverage millennials’ out-of-the-box thinking and technological prowess to reimagine workplace norms.

They are cost-friendly

Hiring millennials is also cost-friendly because they are mostly new entrants in the job market and have little experience compared to the earlier generation. Therefore, since experience is one factor used to bargain for one’s salary, possessing little of it means a low starting remuneration. 

In addition, because they are pursuing work experience to improve their resumes, you will get employees who are dedicated to their work and will give their best to bring value to the company. 

But most importantly, since you hired them in the beginning, you must keep an eye on their progress. Appreciating their dedication and recognizing their progress is crucial to make sure you keep them in your company.

Hence, if the main reason you hired millennials is that they were cost-friendly, but their work helped your company to grow, you should definitely put the cost-friendly reason aside, and do your best to pay your employees the salary they truly deserve. 

Millennials are motivated

Maybe the most important advantage of hiring millennials is that they’re good at seeing the bigger picture. And that encourages them to be flexible and adapt.

Millennials have grown up in an era of constant change. This unpredictable environment has taught them how to adapt easily. That’s why they’re not afraid to change jobs if they see no growth, which is often mistaken with impermanence.

They are fun to work with

They are energetic, outspoken, and passionate about what they do. To think of it, the presence of millennials within your office will contribute immensely to the creation of a flexible, dynamic, and efficient culture within your company.

For millennials, the idea of bureaucratic hurdles and slow services simply doesn’t make sense. That’s why having Millenials within your workspace will make the workspace upbeat and dynamic across the board.

Millennials are risk-takers and go-getters as well

Whereas previous generations followed more traditional linear career advancement, millennials pursue professional goals on their own terms. This may be one of their biggest generational assets to contribute in a workplace. Hence they also are best in gauging chances and opportunities which is why they know if it’s a good risk or otherwise.

The biggest takeaway in hiring millennials is opening your door to a wide array of suggestions and exposing your brand to more innovative techniques especially in gaining attention. Millennials know what they want, but most importantly, they know how to acquire that too which sets them apart from other generations.

They are digitally savvy

As the first generation to be brought up with the Internet and other high-tech advancements, members of Gen Y are digital natives. They’re in tune with each social media platform and many can edit a webpage with ease.

Millennials could magnify your online presence and act as brand advocates for your company. Their innate understanding of technology gives them an advantage over those who may not be as familiar with various computer programs and social media channels.

These young professionals can ensure that your business maximizes the latest tech to increase productivity, marketability, and efficiency. This means that they know a lot of things that can simplify your workflow and make everyone’s lives easier.

They are highly educated

As the most highly educated generation in the workforce, millennials offer a sophisticated skill set for businesses to utilize. A majority possess college degrees, and many hold advanced qualifications through graduate studies and certifications.

With training costs for new hires averaging thousands per employee, millennials’ innate drive to actively upskill provides built-in value. Those that invest in nurturing millennials’ intellectual capital can reap rewards through forward-thinking contributions across critical business functions.

4 tips for hiring millennials

As more millennials enter the job market, it’s important for businesses to engage with this age group and extend competitive advantages. Here are some suggested benefits that will make the process of hiring millennials easier by making young professionals consider your next job offer.

Pay off their student loan

With the average graduate joining the workforce with more than $40,000 in student loan debt, it’s no surprise that repayment assistance is a hot benefit. Paying off an undergraduate degree is an immediate concern for many young professionals. Adopting this innovative employee perk is highly coveted and will likely set you apart from competitors.

Providing in-office wellness

Gen Yers have a deeper appreciation of their mental health and well-being than their predecessors. They want to keep themselves emotionally, psychologically, and physically fit. 

This means a small business that offers holistic wellness initiatives such as yoga, free gym memberships, stress management, and dietary consultations may be more appealing. Offering free or discounted healthy snacks throughout the day is another hit with the younger crowd and it will also improve the wellbeing of employees at the workplace. 

Offering them flexible work hours

More than previous generations, millennials want to establish a healthy work-life balance. In fact, many see no reason to be in the office five days a week if they can be just as productive from home. For this reason, young professionals are fans of remote work options that allow them to juggle personal and work schedules more efficiently.

Implementing this benefit could increase retention among millennial team members. It also conveys confidence and trust that young employees value.

Give them learning and career development opportunities

Most millennials are in the early stages of their careers. They want to learn and grow as much as possible, which is why if your goal is hiring millennials then you should offer training and development. 

By implementing career development initiatives, you could attract the most ambitious professionals. A good example is offering international relocation, which gives Millennials an opportunity to enhance their skills, build their career and find unique and meaningful experiences in another country. Promoting a culture of learning also instils a sense of purpose for the younger generation, which may help motivate them and push your company forward.

Conclusion

The belief that hiring millennials is a bad idea is just another statement that proves that generalization is a massive problem in today’s world. The truth is, whether someone will be a good employee or not is very individual. 

But, you can’t just have job interviews without preferences, so these facts are a good start to decide where should you look for new talents. Read them carefully and decide if these qualities are a good fit for your companies needs. If yes, then start looking for new employees among millennials, and if not, set your goals and locate which generation has them the most. 

The 10 Ds of entrepreneurship

Let’s review what the 10 Ds of entrepreneurship are exactly, and see how many of them do you have!

Dream

Entrepreneurs that start any sort of business, not just marketing agencies, all share a vision of what the future could be like for them and their businesses. However, of greater importance, they have the ability to implement their dreams. Therefore, as a founder, what is your dream? The dream should be big and bold because if you think small you will remain small.

Decisiveness

Entrepreneurs don’t procrastinate and they typically make decisions fast. Their swiftness provides a key factor in their success, and as an agency founder, this is key for me. For example, saying “no” to potential customers was a good thing for us in the long run because the alternative would have been annoying people and causing bad energy and disappointment. 

If you feel that it isn’t going to work out, then ditch that lead and focus on clients that you can absolutely deliver quality digital marketing services, which for us includes SEO, Content Marketing, and Lead Generation.

Doers

Entrepreneurs are all, without question, “doers”. They “talk the talk, and walk the walk”. Once they have decided on a particular course of action, they will execute it as quickly as possible. The same applies to clients that you decide to onboard. How fast can you get wins for your client? Ask yourself that question and if you’re confident that you can then get it going!

Determination

Entrepreneurs manage their agencies (or indeed any other businesses they start) with total commitment. They seldom give up, even when confronted by major obstacles that seem insurmountable. Remember that nine out of ten businesses fail, so make sure that you’re either the one that succeeds, or that you fail fast and learn from your mistakes.

Dedication

Entrepreneurs are wholly dedicated to their agencies or businesses they start, sometimes at considerable cost to their relationships with their friends and families. They’ll tend to work tirelessly without thought and the concept of a 9-5, five days a week, are all abstract concepts.

Devotion

Entrepreneurs, especially Internet Marketers, love what they do. That love and passion are what sustains them when the going gets tough. What carries them through is the love of their product or service that makes them so effective at selling it. The SEO marketing industry is packed full of dedicated and passionate individuals, and for the most part, they are a very colorful bunch.

Details

“God is in the detail,” say some, whilst others take the other side and say that “the devil resides in the details”. Either way, you’ll certainly see that the successful entrepreneur will almost always be obsessive about details and this is particularly true for the SEO and Digital Marketing industry where keywords, content structure, and hundreds of other variables can either “make or break” a campaign.

Destiny

The successful entrepreneur will want to be in charge of their own destiny as opposed to being dependent on an employer. Remember that the 99% work for the 1% that never quit.

Dollars

For the most part, getting rich is not the prime motivator of entrepreneurs; I’d argue that freedom is greater quality. Generating wealth is more a measure of success rather than “the absolute driver”.

Distribute

Entrepreneurs understand this simple concept: “a happy employee is a good employee”. Keep your core team happy and they’ll look after you and your business.

Which of the 10 Ds of entrepreneurship do you possess

Having read the ten Ds of entrepreneurship, how many do you feel you truly possess?

If you feel that you are lacking in one of the areas then there is always room and time for improvement. Whether by building up your business knowledge through books and movies. Or taking riskier lessons through trial and error. The truth is, there’s always a way to polish what you already possess, and grow what you lack.

Best novels for entrepreneurs who want to learn about business the unorthodox way

Surely there are thousands of other fiction books you can gain business knowledge from that didn’t end up on this list. Hence if you think you’ve read one of the best novels for entrepreneurs, feel free to propose it to us, and we’ll update the list.

Noble House by James Clavell

The entire Asian Saga by James Clavell is brilliant, and the last one is Noble Haus. (There are miniseries starring Pierce Brosnan available, too.)

The most important lesson it taught me is “Neng che to lao – An able man has many burdens. As I am abler than most, I have to sweat more than most.” 

Meaning that:

1. The more ability you have, the more effort you need to put in order to make use of it; 
2. You need to believe in your own abilities and strengths; 
3. You should not be complaining when you have more on your plate than others, because that is for a reason.

It’s a great quote on what the right attitude in life and business should be.

Eva Dimitrova, Startup Consultant

The Radical Leap by Steve Farber

I found The Radical Leap by Steve Farber in an old box to be discarded from an apartment I shared with my ex. I’m so thankful it was left behind because the story and what I’ve learned from it will stick with me forever. 

It’s really an easy, short read about this California surfer dude who meets a very serious businessman along the beach. Their conversations are all about surfing and the ocean but – in a beautiful way it taught me everything I know about being a spectacular leader. The stories taught me that running a business should ultimately be by design. And that design should be free to change and go beyond usual constraints and be fueled by personal passion so that all those who follow me can do the same in their own lives and careers. 

Leadership is happiness. And whether we fail or win, we’ve got to be bold enough to work from extreme happiness. That’s the goal.

Cassady Dill, Director, Marketing for the Rich

The Count of Monte Cristo by Alexandre Dumas

Oftentimes, when we find ourselves toiling on our business with little to no reward to show for it, we struggle to maintain hope that things will get better. Dantes shows us to make the most of every chance you’re given and to never give up hope.

James Major, Founder of Insurance Panda

The Big Five For Life by John P. Strelecky

My favourite business book, among many that guide us for leadership skills, is a novel: The Big Five For Life. John P. Strelecky is able to make us see and feel the benefits of working in a company whose goals are aligned with our personal Purpose. Everyone would stop fighting an internal battle between work and life</span. And it’s our role, as entrepreneurs, to create the conditions and the environment so that our teams get paid for what fulfils them, obtaining in return lower turnover rates, better productivity and more profits. It should be a mandatory read for all leaders.

Giulio Zecca, Founder of innovAchievers

Dune by Frank Herbert

This novel teaches us the importance of strategic partnerships and how they can propel us into new areas through their connections and industry understandings. Every business leader needs to find the Fremen who can help them break into critical enterprises and verticals.

Drew Falkman, Director at Modus Create

Bleak House by Charles Dickens

Eventually, after 100 years or so, the case is closed. Why? Because the estate paid so much in legal fees all the money from the inheritance is gone.

Lesson learned: legal proceedings are time-consuming and prohibitive and should be a last resort. Try to solve disputes in other ways, if possible. It may even be cheaper to walk away and move on.

Sharon Geltner, President of Froogle PR

If You Give a Mouse a Cookie by Laura Numeroff

This is a beloved children’s book where a small mouse is given a cookie. Then, he quickly asks for a glass of milk, a straw to drink the milk, a napkin to wipe himself down, and a bevy of additional requests related to, and unrelated to, the original cookie request. The little boy that gives the mouse everything he needs is patient, kind, and understanding. 

This story is a great lesson in customer service. Think about how you can meet the needs of a customer, no matter how many requests they have or how long it takes. Work to fulfil them until they are like the mouse at the end of the book — completely satisfied with their experience. 

Deborah Sweeney, CEO at MyCorporation

Siddhartha by Hermann Hesse

If you are going to be an entrepreneur, read this book. It will help you to develop a moral compass and remain true it no matter what happens.

Nick Standlea, CEO at Test Prep Gurus

The Space Merchants by Frederik Pohl and C.M. Kornbluth

As an entrepreneur, it will remind you that the business industry is survival of the fittest. If you don’t equip yourself with the best skills and knowledge, you will be drowned in the fierce competition. Thus, don’t allow yourself to be weak. You must be wise and strong to survive.

Karl Armstrong, Founder of EpicWin App

Animal Farm by George Orwell

In an organization, this situation is extremely common. The intent of leadership always starts off treating everyone equally but this can change as a company grows and revenue increases. Priorities change and leaders neglect the foundations of the company. Therefore, as a business leader, one must never lose sight of the vision of the company. Lead by example and uphold the fundamentals that the company was built on.

Albert Lee, Founder of Home Living Lab

The Sialkot Saga by Ashwin Sangh

Ashwin Sanghi’s The Sialkot Saga is definitely one-of-a-kind business thriller and page-turner book. Arvin and Arbaaz, both brilliant and cunning businessmen are competing against each other. Being at each other’s throat, their dispute is deeply rooted in the history that they must unfold. 

My key takeaway from this book is that competition in business is normal. However, as a leader and entrepreneur, you must look beyond rivalry. Because those who you are competing with can help you and can give you a hand towards success if you let them. Not just in business but in personal life as well.

James Pearson, CEO of eVenturing Enterprises

The Stars Shine Down by Sidney Sheldon

The greatest lesson that can be learned from there though, is that in business, you shouldn’t trust anyone completely even when they seem to be nice to you. There are people who have hidden agendas and they just want to get close to you so that they can take advantage of you. You should be vigilant and always look out for yourself, because that’s what everyone else is doing. Of course, this doesn’t necessarily apply to personal life, only in business, mostly.

Sonya Schwartz, Founder of Her Norm

The Phoenix Project by Gene Kim, George Spafford, and Kevin Behr

I have always applied this concept to my business whenever I’m faced with challenges. I look for the bottleneck and focus all our resources to resolve this issue before moving on with any other improvements.

Fred Blair, Founder of Awesomehoops

The Tortoise and the Hare by Aesop

Business growth is a marathon, not a sprint. You have to practice and practice and put things in place to succeed. The business lesson it taught me was that slow and steady wins the long term race.

Yes, we could do 1,000 marketing videos a month – but we would crash. I’d rather scale slow, put processes in place and delegate right. It made me a better entrepreneur by realizing I have to develop my team monthly and always check in on our written processes.

Trevor Rappleye, CEO at  CorporateFilming

The Giving Tree by Shel Silverstein

The book is The Giving Tree by Shel Silverstein. The Giving Tree tells the story of a boy and a tree. Whatever the boy wants from the tree, the tree gladly gives, from shelter, apples to sell, branches to warm his home, and ultimately its tree trunk to build a boat. 

As entrepreneurs, we often fail to establish the boundaries necessary to replenish ourselves so that we can continue to serve our clients to the fullest. This ultimately will lead to a tree with no more tree to give.

Melanie Fine, Owner of MelanieFine

God Is an Englishman (Swann Family Saga) by R.F. Delderfield

A few lessons: 

1. Trust your gut; value your ideas and be careful about letting others overly influence you. 
2. Treat your staff as you would like to be treated. 
3. Find a way (or a place) to work where you are not interrupted and allow yourself to think deeply about the challenges you are confronting.

Laura Hart, CEO & Founder of Robofun

Common hiring mistakes employers make

The most memorable lessons in life as well in business are learned from our own mistakes. However, this often proves to be a costly way of learning, so you should avoid it and instead learn from other employers’ hiring mistakes.

Conversational interviews are a trap

Research has proven how a structured interview is more likely to predict job performance and therefore a more suitable hiring decision.

The informal interview has its place too but as part of a more structured interview process.

Chris Delaney, Interview Coach at Employment King

Never skip a phone interview

Michael Lowe, CEO at Car Passionate

There has to be some chemistry

I’ve learned the hard way that hiring the person who I think I “should” hire based on resume or experience never works as well as hiring the person I have the most chemistry with. As a small business owner and entrepreneur, work is nonstop. You have to work with people you like and look forward to rubbing elbows with. My advice is to hire for character and temperament and train for skill.

Claire Pearson, Co-owner of Bennett’s Market & Deli

Do some digging

One of the worst hiring mistakes I have ever done in the past was to focus on the applicant’s capabilities, working attitude, strengths and weaknesses. I totally forgot digging deeper about his personal information including culture and beliefs which may affect his performance. I was starting to improve my company back then and it didn’t occur to me how crucial it is to take those matters into account before hiring.

Because of that, even though he really was a great employee, I encountered inevitable adversities like when he can’t celebrate this event or wear that because it’s against their culture. Workplace barriers happened and a lesson was learned.

It’s really important to consider personal matters and know more about a candidate rather than just asking what he can serve for your company. Business owners must read fully their basic details and have an in-depth interview with how things can work out between them in certain circumstances.

Peter Mann, Founder of SC Vehicle Hire

Finish interviewing everyone then make a decision

didn’t estimate their abilities well simply because I was amazed by one of their qualities. 

I would suggest all hiring managers to give themselves time to complete all interviews and make calls based on extensive information instead of jumping ahead and hiring a person straight away.

Daniel Juhl Mogensen, Founder of Kodyl

Don’t seek perfection

If you are a smaller business looking to hire a new employee, have your set qualifications but also listen to your other employees about who they like. Look at their application and interview as a whole, and don’t wait out for the “perfect” candidate because odds are one of those applicants that were really close to hitting the mark, could have been the perfect candidate that you let slip away.

Jenny Massey, Co-Owner of Snowy Pines White Labs

OK candidates are rarely the right pick

When I met this candidate, I was excited because she was qualified on paper and interviewed OK. I was desperate, so I hired her.

She ended up needing a lot of guidance and hand-holding. Although a hard worker, she was indecisive and very passive. She wasn’t right for the position.Learn from my mistake and take your time to find a rockstar candidate. You may be desperate for a candidate at the moment but hiring someone is a long-term commitment.

Marie Buharin, Founder of Modernesse

Don’t expect them to be in the role forever

Experience, good recommendations and professed loyalty are not always positives. In our hire, stable and consistent proved to be competent but lazy.

Rather than focusing on what we wanted for the long-term, we needed to focus on more immediate, short term goals. The company resources spent on coaching this person should have been spent on lesser experienced, but driven staff members.

We now focus on candidates that have goals outside of the company, those that want to grow and improve and create/do something of their own someday.

The reality is, no one stays in one job for their entire career. Companies that focus on creating a culture that builds future leaders will have constant access to focused, pro-active talent.

Dawn Hatch, Founding Partner at MATAX

Look outside your community

The consequences of hiring an applicant for my business was all too real when I hired somebody from the local community. In hindsight, it was a terrible mistake to merely conduct our job search locally. The person that was hired was from the local community and because she was likeable and personable enough, the fit seemed like a good match. 

This turned out to be a terrible mistake as the person had a really bad work ethic and when it came time to fire the person it was awkward because there were a lot of relationships in the local community that learned of the ensuing drama surrounding the termination of her employment. Many gossipers and chatterboxes are quick to spread rumours without necessarily knowing all the facts.

David Reischer, Esq., Attorney & CEO of LegalAdvice.com

You can’t trick Indeed

Indeed has a Search Quality Team who ensures jobs adhere to their guidelines. Trying to cheat the system will get your job posts ranked lower, and multiple violations could get you permanently banned from the world’s #1 job board. To get the most out of posting on Indeed, post from a single source, repost only every 60 days or so, and keep your job title and description clean and concise.

Derek Williamson, CEO of HigherMe

Understand the context around their skills and experience

You need to look at the skills and experiences you’ll need to achieve future goals, not just meet current needs. Hence you should dig a little deeper into your talent. Have they worked at companies that have already achieved those goals? Have they worked at companies that are going through similar changes or are of a certain size? 

People don’t realize that the context around a person’s skills and experiences are so much more important than their title or where they went to school. When you fail to do this you get the best talent for someone else’s company, and you end up with lost productivity and a low recruitment ROI.

Joanna Riley, CEO of Censia

Doing favours can do more harm than good

It is still a risk to recruit friends and the family. It functions sometimes; much of the time it doesn’t. Although everybody gets a fair chance, it’s crucial to note that favours can not be granted at the company’s expense.

Be responsive to transfers but still adhere to the same level of recruiting. Offer any applicant an equal opportunity to make you proud. Do note that when you are thinking about helping others out your company is the highest priority.

Eliza Nimmich, Co-Founder of Tutor the People

Ask candidates the same questions to avoid confusion

To avoid this mistake, it’s best to spend time defining the exact questions you plan to ask ahead of the interviews with your prospective employees. During each interview, you should walk each interviewee through the same set of questions in the same order. This will help you develop an understanding of what a good answer looks like, and determine how each candidate stacks up.

Bruce Hogan, Co-Founder & CEO of SoftwarePundit

Body language sometimes speaks louder than words

Derin Oyekan, Co-Founder of Reel Paper

Patience bears the juiciest fruits

Dave Morley, General Manager at Rockstar Recruiting

Broad job descriptions are time-consuming and impractical

When we first started expanding our marketing team, we didn’t anticipate the sheer volume of submissions we would receive for one open position. We posted an entry-level role that highlighted soft skills more than technical experience. The problem with this approach was that the requirements and job description were too broad to weed out candidates that were clearly a poor fit.

We wasted valuable time screening and interviewing prospects that probably shouldn’t have been considered in the first place. To avoid this in the future, we now highlight very specific qualifiers about what we want to see from candidates and what we expect hires to do on a day-to-day basis. The result is fewer submissions and a talent pool better suited for the job.

Nishank Khanna, CMO at Clarify Capital 

Be careful with the inexperienced

Like most small business owners, I want things done in a very specific way, and hiring someone that doesn’t have much experience not only saves you money but it also means you can mould that person’s skill set to match what you’re looking for.

At least that’s the idea.

In reality, you have to actually have the time to train them and as is often the case in a small business, time was in short supply. I became a bottleneck for them doing their job and sadly we had to part ways.

I ended up hiring someone with more experience soon after and that finally allowed me to breathe!

Logan Mastrianna, Owner/Founder of Sixty-Four Leads

Put them on trial before giving the fulltime

One hiring mistake to avoid is not having a probationary period or trial run with new hires. Often employees can have amazing resumes and experience but don’t mesh with your team, expectations, and workflow. I’ve hired ghostwriters that unfortunately would often miss deadlines, required endless revisions, and had poor communication. This then delays finding other employees that are better candidates. These situations can be avoided by simply working on a smaller project before working fulltime together.

Carmine Mastropierro, Founder of Mastro Commerce

Don’t fall for the candidates with big company names on their resumes

Daniel Snow, CEO of The Snow Agency

Marrying your love is one thing, hiring them is another 

Never, ever hire a significant other. You may think it’s a good idea, but it’s a terrible one. This decision creates total chaos at work and in the relationship. You bring unmet expectations from work in non-work situations, and vice versa. Looking for trouble and drama? Then hire your significant other. Otherwise, steer as far away as possible. Plus, you’ll quickly run into office politics when people think you’re giving favours based on the relationship, no matter if it’s not true.

Brian Robben, CEO of Robben Media

A fancy degree is just a piece of paper after all

One of the hiring mistakes one should avoid is hiring an applicant simply by looking at their degree and where they graduated from. Although it is true that the quality of education is better in Ivy League schools, those who came from state universities should not be overlooked. Most of the time, they are the ones who have experienced hardships early on in life which means that they will do their best at everything they do to make sure that they will have a chance and an opportunity to grow in the jobs they have been offered with.

Lewis Keegan, Owner of SkillScouter

Stick to your criteria

My biggest single hiring mistake occurred when I didn’t follow the ‘Hiring Profile’ I’d developed!

Mostly as a favour to one of my best in-store trainers (whose name was Betty), I hired her brother Richard, who’d mustered out of the Navy a few years after Vietnam ended – when vets had difficulty finding jobs (as had my older brother who’d seen combat in Vietnam). Betty was honest about her brother being a recovering alcoholic who regularly attended AA meetings, and against my better judgment (primarily because he’d had no customer service experience whatsoever), 

I gave Richard a chance. While he got off to a very good start, I ended up firing him for drinking multiple beers during his lunch break. I always stuck to my hiring profile from then on!

Timothy G. Wiedman, D.B.A., PHR Emeritus, Associate Prof. of Management & Human Resources (Retired) at Doane University

Getting along is not the same as getting things done

I was once recruiting for a software developer and had my shortlist down to two candidates. Although Candidate 1 had more relevant experience, I felt that I immediately ‘clicked’ with Candidate 2 who I subsequently hired. Unfortunately, as much as I got on with him, he wasn’t the right fit and I had to let him go. The lesson? Always hire on qualifications and experience rather than personality.

Milosz Krasinski, MD at Chillifruit

Asking for references is far from trivial

Because I was a hip young dude, when I first started my business, my recruitment was a pretty informal affair. Because of this, when I was hiring a Social Media Manager, I didn’t bother with trivial things like asking for references. My new Social Media Manager, it turned out, liked to party and seemed to feel that showing up for work was optional. After we parted company, I discovered that she had been sacked from two previous jobs for the same kind of behavior.

Hiring staff is very much a leap of faith, however, if you do your homework, ask for references and hire on professional merit, you’re off to a pretty good start.

Milosz Krasinski, MD at Chillifruit

Candidates with wide-ranging skills are hidden gems

I learned that some of the best candidates are not necessarily specialists but rather individuals with wide-ranging skills, which is a demonstration of their ability for critical thinking, curiosity, and innovation. Additionally, a candidate with a broad set of skills is better placed to provide solutions to numerous industry-wide problems thanks to their experience and diverse thinking.

Paul French, Managing Director at Intrinsic Search

Test them before you hire them

Not testing candidates adequately is a big faux-pas especially in the tech industry where it is important to hire based on a candidate’s ability to work with specific programs. In the past, I based my hiring decision solely on the candidate’s resume and personality and ignored the importance of take-home exercises that are similar to the work they would be doing once hired. I quickly learned that a candidate’s past performance is not indicative of future performance.

I recommend giving tests that mirror the kind of work the candidate will be doing. This helps to evaluate their strengths and weaknesses before making a hiring decision. Just be sure that you are administering the most relevant assessments and that you are testing crucial skills and competencies to make a truly good hiring decision.

Darrell Rosenstein, Founder of The Rosenstein Group

Conclusion

Hiring staff is one of the hardest parts about running your own business. But regardless if you want to hire Millennials or Xers, you should be careful and sharpen all your senses. Sometimes a bad hire is not a bad worker per se, but they simply don’t fit your culture. Therefore you should think about employing new team members as a multi-dimensional task.