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New or old, your business will definitely require some new blood and if you're reading this, you're probably going to be doing some hiring soon.

Hiring is not exactly a science but there are steps to take to ensure that you do not hire wrongly. While the applicant has his share of considerations during an interview, you as the hiring manager have your own set of things to pay attention to.

This includes what not to do as well.

Let's take a look at some of the important adjustments you're going to have to make;

1. Looks can be deceiving: There are many personal stories of employees whom hire graduates from popular schools only to find that outside of academics, the person cannot work or is slow at adjusting. Knowing what you want in a future employee is great but being bias is not. Allowing your candidates' background to influence your decision is a bad move. Let the candidate showcase his abilities and talent. Additionally, do not assume that the candidate has all the qualities you want after reading his resume. This will affect your judging process of other equally promising applicants. Finally, do not hire based on appearance. This happens far more often than we expect.

2. Must rush more: Actually, you don't. No doubt you need someone to fill that empty position as fast as possible but don't allow that window of time to pressure you into making a bad decision. Have a clear hiring guideline and stick to it even when your boss is breathing down your neck. In the end, you need someone productive.

4. Hear no evil: When stress sets in, we tend to hear what we want to hear. Do not misconstrue your applicant's words. Listen carefully and clarify if you're not sure. Do not assume what they are saying.

5. Quick on your feet: Yes, it is a fast moving world but sometimes when everyone's racing to the end, you need to stop, take a deep breath and slow down. Review resumes and your applicants properly. Look deeper into the skills, abilities and the way your candidate expresses himself.

6. Shoot to kill: We may be engineered to look for things that stick out like a sore thumb but when you're hiring, you cannot go hunting for negatives in a resume or in your candidate. You have to keep in mind all of his strengths and weaknesses and approach this objectively.

7. Culture club: One thing some hiring managers overlook is the importance of hiring a candidate who can gel with the company's culture. This is very important not just for you but for the candidate as well. After all, productivity is ensured and enhanced when someone is happy in their work environment.

8. Jibber jabber: Keep it simple and concentrated to what the job is about and a little about your company and culture. Let the candidate speak. Ask intelligent questions to encourage the candidate to talk more and see how he handles himself.

9. Commitment phobia: Getting your candidate to agree to overtime and other things during the interview is not fair. Avoid asking questions where he can only say yes or no. If the job does require frequent late nights, include that in your hiring brief so the applicants can read it before they apply. If necessary, tailor your question in such a way where you acknowledge the late nights. For example; "So what made you want to apply for this position, given the frequent overtime?" Lay all the cards on the table so they will know beforehand if this is a high stress job that they are applying for.

10. Quick on the draw: While you need time to screen candidates during the interview process, the follow up requires you to move faster. It is best to call for a second interview or give an answer within the week or within the agreed time discussed during the interview. Candidates will appreciate this as they can move on to the next job application if you ultimately chose not to hire them. If they ask why or what they did wrong, help them by providing constructive answers and general advice. It is also good practice to call all unsuccessful candidates to inform them of the outcome of the interview.

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