Employees are the driving force behind any business. Therefore one more bad employment it can cause your company to sputter and stall.

According to United States Department of Labora hire that turns out to be a lemon can cost a company over an entire year of that employee's salary.

And finance is not the only victim of a flaw employment process. Office morale and productivity also suffer, as misfit employees tend to spread bad vibes throughout the ranks.

While it's challenging to get it right every time you hire a new staff member, there are some common interview mistakes you can avoid, putting you in a better position to make the right choice.

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Don't rush to fill the position

In today's fast-paced business culture, companies often race to place an employee in a chair, prioritizing filling the position over finding the right person for the job. This can lead to rash and hasty hiring decisions that result in long-term headaches.

“When we were a young startup, we usually looked at the pool of respondents and hired the best person.” says Ross Kimbarovski, Founder and CEO of crowdSPRING and Startup Foundry. “After making a few hiring mistakes, we now only hire when a candidate is a good fit for us.”

Bottom line: Hiring isn't about the number of employees – it's about your hiring number.

Do not delay the preparation

Managers often pass the steps of the employment process with the attitude that they will know the right candidate when they meet them. This lack of pre-game preparation before the interview process can cause a roadblock in hiring and slow everything down.

“Hiring managers go wrong by not taking the time up front to consider what they're looking for in a replacement or a new hire.” says Barbara Mitchellco-author of The Big Book of HR. “If the work is done before the hiring starts, it will go faster.”

Don't have time to interview dozens of applicants? CandidateView is an online platform that allows you to use AI to pre-interview people on video. Candidate responses are recorded and can be reviewed by hiring managers before they decide whether or not to schedule personal interviews.

Don't hire the most experienced candidate

Experience is important, but it's not everything. More often, hiring managers seek to fill positions with the most qualified candidates, not considering that they may be a bad fit for the company culture.

When interviewing people for a job, try to assess whether this person will match the company's values. Will they feel comfortable in their role and will you feel comfortable working alongside them?

A strong company culture leads to productive results, but a cultural mismatch can negatively impact your entire team, resulting in decreased productivity, decreased morale, and an unsatisfactory customer experience.

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Don't just focus on technical skills

Hiring someone capable of getting the job done quickly and efficiently can be tempting. Those so-called “hard skills” are essential to performance as they determine a candidate's ability to execute specific tasks.

But they are only half the story.

A mastery of soft skills is also essential. These are the non-technical skills that make a person a pleasure to work with. We are talking about interpersonal skills such as good communication, the ability to work well with others, a positive attitude and cultural sensitivity. Basically, everything we learned in kindergarten.

Don't ignore the red flags

Did the candidate show up for their interview late and unprepared? Did they speak disrespectfully of their former employer or have a long history of short stints at previous jobs? These are warning signs that hiring managers ignore at their peril.

In their effort to be fair and give one the benefit of the doubt, they sometimes don't want to see the potential train wreck headed our way. They are also under great pressure to fill jobs quickly with a limited talent pool, causing them to make interview mistakes.

The key is to trust your instincts instead of ignoring them.