Hiring for any role can be frustrating. You comb through hundreds of resumes looking for a perfect match, interview top candidates, and go through extensive negotiations, only to discover on the other end that you didn’t land the employee you really needed. You’re often left wondering if there was a question you didn’t ask that could’ve saved you the headache – and the high cost.
According to the Society for Human Resource Management, the average cost to companies per hire was $4,129 in 2016, and that number has only gone up. When the role you’re searching for is in marketing, new strategic developments in areas like paid media might not be reflected well in a candidate’s degree or experience.
I’ve seen business leaders hire marketers who are far too senior for the roles being filled, and the advanced salaries lead to skyrocketing budgets. In other cases, a company hires someone who doesn’t spend time learning how the company got where it is, leading to conflicts with the existing team and creating internal rifts. People who come in and try to prove themselves at the expense of other team members hurt the company culture.
We made a similar mistake. We hired someone with industry expertise, who claimed to be an expert in search engine optimization and client management, and a high-impact leader in a small, effective, agile team. He had an MBA to boot. Within his first few weeks, though, he just sat there – idle – waiting to be told what to do and never asking any questions. He had to be shown tasks multiple times and just didn’t get it. After turning away promising candidates with “less” experience, we wasted so much time on this hire, and our team morale took a hit.
When you’re hiring for a position,