The most common mistakes in permanent hiring

Permanent hiring is one of the most important decisions you make as an employer. The right hire can drive growth, improve team culture, and add long-term stability. The wrong hire can lead to wasted costs, lower productivity, and higher staff turnover.

Common errors include unclear job descriptions, slow hiring processes, and poor onboarding. These issues can be avoided with the right preparation and a structured approach to recruitment.

In this blog, we highlight the most common mistakes in permanent hiring and explain how to avoid them. You will find practical advice to improve your process, reduce risk, and make better long-term hires.

If you are new to permanent hiring or want the full picture first, our permanent recruitment guide is a good place to start.

1. Writing vague or unrealistic job descriptions

A job description is often the first impression a candidate has of your business. If it is unclear, too broad, or reads like a long shopping list of skills, you risk putting strong candidates off or attracting applicants who are not the right fit.

Clear, realistic job descriptions are the foundation of effective permanent hiring. They give candidates confidence in what the role involves and help you avoid mismatched expectations later.

Why clarity matters in job ads

When job ads lack clarity, candidates may misunderstand the responsibilities, requirements, or expectations. This leads to wasted applications, higher screening workloads, and a greater risk of a bad hire. 

A well-written job description not only attracts the right people but also reflects your brand as an employer. Candidates want to know what success looks like, how performance will be measured, and where the role sits in the wider team.

How to avoid this mistake

Be clear about the must-have skills versus nice-to-have qualities. Focus on outcomes rather than simply listing every possible task. Keep the language straightforward so candidates outside your organisation can understand it. 

It also helps to highlight growth opportunities and how the role contributes to your long-term goals. If needed, review your job ads with your recruitment partner to ensure they balance accuracy with appeal.

2. Relying only on CVs to assess candidates

CVs are a useful starting point, but they only tell part of the story. When you rely too heavily on them, you risk missing candidates who could thrive in the role or overestimating those who look strong on paper but are not the right fit in practice.

Permanent hiring requires a deeper understanding of a candidate’s skills, behaviours, and potential beyond their CV.

Why CVs aren’t enough

A CV shows what someone has done, but not always how they achieved it or the value they added. Candidates may exaggerate responsibilities or use vague language that hides the reality of their experience. 

More importantly, CVs rarely reflect cultural alignment, problem-solving ability, or interpersonal skills, which are often key to long-term success.

How to avoid this mistake

Balance CV screening with other assessment methods. Structured interviews, behavioural questions, and practical tasks such as case studies or technical tests provide a clearer picture of capability. References also add valuable context. By combining these approaches, you make more informed hiring decisions and reduce the chance of surprises once the candidate starts.

3. Moving too slowly in the hiring process

The strongest candidates are rarely on the market for long. A slow process not only risks losing top talent to competitors, it can also damage your reputation as an employer.

Permanent hiring requires a balance between being thorough and moving at pace.

Why speed is critical

Top candidates often have multiple opportunities at once. If your hiring process takes too long, they are more likely to accept another offer. A drawn-out timeline can also frustrate applicants, leaving them with a poor impression of your business. Internally, delays create extra pressure on teams who are covering the role in the meantime.

How to avoid this mistake

Set clear timelines for each stage before you start hiring. Keep decision-makers aligned and avoid adding unnecessary interview rounds. Regular communication with candidates is equally important, so they know where they stand. Moving efficiently not only helps you secure the best people but also shows candidates that you are decisive and organised.

4. Failing to assess team fit and soft skills

Skills and experience are important, but they are not the only factors that determine whether someone succeeds in a role. Team fit and soft skills often make the difference between a hire who thrives long term and one who leaves quickly.

Why team fit matters

An employee who clashes with the culture or working style of your team can cause tension, reduce productivity, and affect morale. Even if they perform well technically, poor alignment with values and communication styles can undermine collaboration. Over time, this often leads to higher turnover and wasted recruitment costs.

How to avoid this mistake

Go beyond technical questions in interviews and ask situational or behavioural questions that show how candidates solve problems, manage conflict, or collaborate with others. 

Involving team members in the hiring process is also valuable, as they can provide feedback on how well the candidate is likely to integrate. 

By focusing on both hard and soft skills, you increase the chances of making a hire who contributes positively to your business for the long term.

5. Overlooking onboarding and early integration

Hiring the right person is only part of the process. A poor onboarding experience can undo all your hard work and lead to disengagement or early turnover.

Why onboarding makes or breaks retention

New employees decide quickly whether they feel supported and valued. If the onboarding process is unstructured or rushed, they may struggle to understand expectations, integrate with the team, or access the tools they need. This often results in frustration, lower productivity, and in some cases resignation within the first few months.

How to avoid this mistake

Create a clear onboarding plan that covers more than just paperwork. Introduce new hires to the team, explain how their role contributes to wider business goals, and set out structured check-ins during the first weeks. Providing access to resources, training, and feedback early helps employees feel engaged and confident, which increases the chances of long-term retention.

6. Hiring without a long-term plan

Sometimes businesses hire reactively, focusing only on filling an immediate gap rather than how the role supports wider business goals. While this can solve urgent needs, overlooking long-term alignment creates problems later.

Why short-term thinking causes problems

When permanent hires are made reactively without considering the future, they may not match the direction of your business. This can limit progression opportunities, create mismatched expectations, and lead to higher turnover. For employees, it can also feel discouraging if their role lacks purpose or a clear path forward.

How to avoid this mistake

Take time to think about how the role should evolve over the next 12 to 24 months. Define how it supports your long-term structure and what progression opportunities it offers. Factoring in development and succession planning early helps ensure new hires grow with your business, rather than leaving because the role feels static or short-lived.

Permanent hiring is about more than filling vacancies. Avoiding these common mistakes helps you attract the right people, reduce risk, and build a workforce that supports your long-term goals. With a clear process and the right support, you can make confident decisions that benefit your business for years to come.

At Digital Waffle, we help businesses avoid the pitfalls of permanent recruitment by providing clarity, speed, compliance, and access to the right talent.

Looking for more detail on hiring permanent talent? Read our ultimate guide to permanent recruitment.