Despite a widely touted uptick in the economy, it’s still tough out there for job candidates in many industries, marketing included.
If you’re hiring people these days, you’ve probably encountered a sea of eager candidates. (There are, of course, exceptions in certain emerging job roles and highly technical positions, but in general there’s a lot of great marketing talent out there.)
Despite a deep talent pool, hiring mistakes are still common. You’ve probably experienced one of those “ohhhhhhh, nooooooo” moments upon the realization that a relatively new hire just isn’t going to work out. It’s a horrible moment (made even more horrible when a manager is afraid to admit defeat and remedy the situation).
Some marketers learn from hiring mistakes. Sadly, others don’t, but if you’d like to minimize your “ohhhhhhh nooooooo” moments (not to mention the wasted time and money associated with making the wrong hire), then here are the mental biases that you should keep in check while screening and interviewing candidates.
He said a lot (without saying anything)