Hiring Mistakes You Can Avoid

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Your brewery’s best learning lessons come from making mistakes and avoiding them a second time. Hiring the right person for a job is crucial for any business, as it can directly impact the success or failure of the organization. Conversely, hiring the wrong person can lead to a number of negative consequences that can significantly affect a business’s bottom line. From decreased productivity and lower morale to increased turnover and damaged reputation, the repercussions of a bad hiring decision can be far-reaching and costly. 

Here are three hiring strategies that breweries have changed because of seeing previous mistakes.

Look Inside & Out

Not always posting job openings both internally and externally at the same time hampered Topa Topa at times, explained owner Jack Dyer.

“At times we have promoted from within and realized we could have gotten a better fit for the job by going outside the organization,” he said. “We now post every job opportunity both internally and externally. For our external posting we try to post in a wider variety of job listing sites to try and draw from a diverse group of folks.”

Hire to Fit, Not for Experience

New Jersey’s The Alementary learned the hard way that hiring people who can work in the brewery’s culture — which is one of radical ownership and continual improvement — is far more important than having an existing skill.  

“We’ve become uninterested in what breweries people may have worked at prior, but instead center interviews around the culture and trying to determine if someone is capable of working in the results-driven, group-focused environment that we’ve created,” said COO Blake Crawford. “Our employees must be critical of their own work, and strive to make every day better than the last. 

“There’s no room for ego, so any of that showing means you don’t get hired.”

Pull the Trigger

The main change for Cincinnati’s Urban Artifact is that once they recognize someone isn’t working in their role, moving them to another role isn’t going to solve the problem.

“The one hiring/HR practice that we are stopping is being slow to move on from a mis-hire,” said CFO Scotty Hunter. “In the past we have been lenient and attempted to coach people up when the fit wasn’t quite right. Time and time again though it has become clear that this rarely works, especially in a smaller company like ourselves where someone not in sync with the rest of the group really drags things down.” 

Photo courtesy Adobe Stock

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