Hiring the wrong candidate can turn out to be a very costly mistake for any business. Imagine the consequences of a recruiting process gone wrong: you may need to terminate the 
employee and risk being sued; you need to repeat the recruiting process, which is costly in both time and money; you also risk negatively affecting your troop’s morale and winding up frustrating certain employees. Of course your employees picked up early-on that your new hire wasn’t ”delivering the goods’ and realized that they were the ones that needed to pick up the slack to compensate for your mistake. The atmosphere and tension produced by this situation can seriously affect the cohesion and motivation of your team members.
Obviously, no one is perfect. Certain candidates have a skewed appreciation of their situation and attributes, are very good at selling themselves, or know how to fool the vigilance of even the most accomplished HR experts. Recruiters aren’t immune to being tricked by ill-intended individuals, narcissists, or big egos. Fortunately, these relationship killers aren’t running rampant. On the flip side, there are ways as far as aptitudes, interests, and skills are concerned, of avoiding such catastrophes.
Two heads (even three) are better than one
Chances are your job descriptions are lacking in precision if you are running a small business. Creating a new position can also make things a bit fuzzy and ill-defined as far as meeting the true needs of the business or department are concerned. Why not pick your current employees’ brains, those who will actually be working daily with this new recruit? Team members can and should contribute in defining the nature of the position, thus playing a key role in finding the ideal candidate.
Better be quick!
In this new era of scarcity of qualified workers, you need to grab what’s being offered without hesitation. If you think you’ve found the right person, you better make your pitch as soon as possible. Your ”catch” may slip away. Another mistake to avoid: making a low-ball salary offer. You need to match the salary to the industry average at the very least. We all know money doesn’t by happiness, but it needs to reflect the level of responsibility required by the position.
Sorting things out
The ideal candidate may not necessarily be the most qualified for the job. Explanation: there is a marked difference between the preferred qualifications, and those deemed indispensable to the position. In certain instances the worker may have the ideal attitude and huge potential required to be a success in the position. However, he or she may not have all the indispensable qualifications at time of hire. If the candidate manages to acquire the skills or knowledge which is lacking, through ongoing raining and other means, they will eventually turn into a dream candidate. You know your staff, and have a definite interest in making sure that you find the person who will best fit in with the team, even if they are lacking in certain areas to start off.