Every hiring process is different and each hiring manager has their own strategy. If that strategy stops producing results or the top candidates are drying up, it’s time to change something. Have you seen this in your hiring process? You may be guilty of making one of these 6 hiring mistakes…

It’s important to start the hiring process off right. When you write a job description, be as detailed as possible. List the specific requirements and experience you are looking for in the perfect candidate. If your job descriptions are too vague, you will receive resumes from countless candidates, many of which are nowhere near qualified.

You may have seen success in the past sourcing candidates from the same sources time and again. By casting such a narrow net, you may be missing out on the best candidates just because you are not willing to look at other sources. Switch things up and use different sources to cast a wider net. Ask employees for referrals or go to a job fair. It doesn’t hurt to try something new.

A quick phone interview can tell you a lot about a candidate. If you have already determined what you are looking for in a candidate, a quick call will help you screen candidates very quickly. If you skip a phone interview, you will find you are wasting time having in-person interviews with candidates that looked a lot better on paper than they are in real life.

When the pressure is on, many hiring managers are rushed into making a hiring decision that turns into a costly mistake. Do not sacrifice quality for a quick hire. It is tempting to make a hire based on your first impression. Be sure to include other leaders of your organization or other team members that will be working with the candidate. Another set of eyes and ears is important when making a hire because they may catch something that you didn’t.

An experienced, skilled candidate can make a tempting hire. As soon as a great candidate is in front of a hiring manager, many pull the trigger and make an offer on the spot without taking the time to see if the candidate is the right culture fit. Ask questions in the interview process that will tell you whether or not the candidate is a right fit for you company culture. It only takes one bad candidate to negatively affect the culture you have so carefully cultivated.

Checking references may seem unnecessary when a candidate is just too perfect. It’s easy to skip over the annoying calls to past employers or colleagues of the candidate. Don’t. Do. It. References give a realistic idea of what it’s really like to work with or for the candidate.

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