Ep 184: Avoid These Common Hiring Mistakes

Aug 26

Avoid These Common Hiring Mistakes

Hiring the wrong person can cost you more than just time and money, it can rattle your confidence, disrupt your systems, and slow down your entire business.

In a recent conversation with hiring expert Paula Maidens, we unpacked some of the most common hiring mistakes entrepreneurs make and how to avoid them. If you're expanding your team or thinking about bringing on support, this is where you need to start.

Mistake #1: Hiring Friends or Referrals Without Vetting

It feels easy and safe to hire someone you already know or someone referred by a friend. But that comfort often leads to one big mistake: skipping the process.

When you hire based on trust instead of testing, you outsource your decision-making.

You assume they’ll perform well because they did in another role or because someone you trust gave them a thumbs-up. But every business is different and every role needs the right match.

If things go sideways, you’ll find yourself wondering, Did I mess up? Should I fire them? Paula calls these the “hiring wobbles.” Instead of reacting, anchor yourself with the confidence that comes from a strong process.

Mistake #2: Assuming Instead of Testing

Every person brings their own experience and bias to the role. And guess what? So do you.

You might assume someone has the right skills because of a past job title or how they show up in interviews. But assumptions lead to misalignment. That’s why your interview process needs to be designed to strip those assumptions away.

Don’t just ask about experience—ask for specific examples.

Here are a few questions that reveal more than a resume ever could:

“Tell me about a time you managed a complicated automation. What went wrong?”
“Describe the most stressful day you’ve had as a community manager.”
“What was your biggest client challenge, and how did you resolve it?”

Then ask: “How would you handle this scenario in our business?” This brings them into your reality and shows how they think.

Example: The Excel Trap

Paula shared a story from her own career—when she landed a banking job in London and was asked if she had advanced Excel skills. She said yes… and on day one, was handed a 40-tab spreadsheet with Visual Basic code to debug. Not exactly what she expected.

She was advanced compared to her old job, but not for this one.

The takeaway? If you’re hiring for a skill, test the skill. Even just five minutes with a spreadsheet, an automation platform, or a real-world task can reveal a lot.

Better Interview = Better Hire

Here’s how to build a process that gets results:

Ask for scenarios: Real experiences reveal real capabilities.
Test the skill: Don’t just take their word for it—see it in action.
Go beyond job titles: Focus on how they think, solve problems, and communicate.
Be clear about your world: Help them understand the pace, volume, and expectations inside your business.

When you do this, you’re not just screening candidates—you’re helping them self-select in or out of the role. It’s better for both of you.

Why This Matters in Your Business

Hiring isn’t just about filling a role—it’s about protecting your time, your energy, and your culture. When you slow down and build a clear, assumption-free hiring process, you create a stronger, more sustainable team.

Hiring your first (or next) community manager?

Not even sure what a great community manager actually does?

My Community Manager Best Practices Guide outlines the role, responsibilities, and results you should expect—so you don’t waste time hiring someone to just engage the group.

Download it for free at shanalynn.com/bestpractices