Bad hiring decisions are costly for employers.  They result in losses to productivity and business opportunity, may damage employee morale and can lead to turnover.  To avoid some of the most common mistakes that lead to a bad hire, PI Worldwide, a leader in using workforce analytics to optimize the performance and potential of individuals, teams, and organizations, has compiled the following tips to help managers avoid the most common mistakes that can lead to a bad hire:


Employers continue to screen job applicants on social media platforms and use information they obtain in their hiring decisions, according to a CareerBuilder survey.  Forty-three percent of surveyed employers reported using social media to research applicants, with mixed results.


The disconnect between skills employers need and those that prospective workers possess is increasing, according to a CareerBuilder survey conducted in November.  More than half of surveyed employers reported having open positions for which they cannot find qualified applicants.  Occupational areas hit most heavily include computer and mathematics (71%), architecture  and engineering (70%), management (66%) and health care practitioners and technical occupations (56%).


With increasingly positive economic outlooks for 2014 among private company CEOs, organizations are charting ambitious revenue goals for the year, according to a PwC US study featured in CCH Daily Document Update.  The study, PwC US's Private Company Trendsetter Barometer, reports that 57% of surveyed organizations indicated that they intend to recruit, with a composite goal of a 1.9% increase in workforce size.  The largest recruiting struggle identified, however, will be to find qualified workers with specialized aptitude in STEM areas. 

An employer practice of requiring applicants to undergo “integrity testing” may not violate the EEOC’s Enforcement Guidance on Consideration of Arrest and Conviction Records in Employment Decisions under Title VII of the Civil Rights Act of 1964 or the Americans with Disabilities Act, according to a discussion letter issued by the Equal Employment Opportunity Commission this fall.