{"type":"rich","version":"1.0","provider_name":"Transistor","provider_url":"https://transistor.fm","author_name":"Business Strategy for CPA's","title":"124 4 Most Common Hiring Mistakes CPAs Make and What to Do Instead","html":"","width":"100%","height":180,"duration":1649,"description":"Erin Longmoon, Owner of Zephyr Recruiting shares the 4 most common hiring mistakes business owners make, and what to do instead. There is a reason that so many business owners have hiring PTSD and staff that are challenging: hiring correctly is not as easy as it looks. Erin is on a mission to eradicate toxic workplaces by helping clients find the RIGHT FIT (™) employee. Today Erin shares the 4 most common hiring mistakes business owners make, and what to do instead.    The 4 most common mistakes made when hiring: 1. Hiring someone you know or someone who was referred to you by someone you know. This actually does not have to be a hiring mistake if done correctly. In fact, using your network to grow your team is a great tactic, the problem is that it often leads to having unconscious bias that this person must be a great fit if they are being endorsed by a trusted source, especially when it is someone you are close to. We are therefore no longer able to see this candidate objectively or clearly.  2. Hiring primarily for skills, education, and experience. You know the drill, you see that really impressive resume in your inbox and think “wow, if I can get this person on my team, we will be light years ahead of our competitors”, or “we can finally elevate our service offerings”, or some version of that. You interview the person, are totally impressed with their knowledge and expertise, and you pull out all the stops to get them, and they start with you – you scored!!! But... at some point, usually within a few months of hiring them, something is not right and BAM! It backfires! Why? Because culture fit was ignored. It is imperative, I repeat, i-m-p-e-r-a-t-i-v-e that culture fit is taken as seriously as skills, education, certifications, and experience. 3. Not having a recruiting strategy. Think of recruiting as a project, with a beginning, middle and end, and with a measurable goal to let you know you have succeeded, (in this case, finding your BEST FIT™ employee)....","thumbnail_url":"https://img.transistorcdn.com/AZFvbY29RNsC20PTchqbqXsFoNMjM1040wmYivreg-g/rs:fill:0:0:1/w:400/h:400/q:60/mb:500000/aHR0cHM6Ly9pbWct/dXBsb2FkLXByb2R1/Y3Rpb24udHJhbnNp/c3Rvci5mbS9lZmE1/ODU2OWRkNzA4ZDQ2/ODg2YmEwYjYzNmEw/NjkzNC5wbmc.webp","thumbnail_width":300,"thumbnail_height":300}