Recruiting candidates is very crucial to the development of the organization. Selecting those candidates on the basis of relevant information is very much important from the growth aspect of the company. While the hiring process, some common hiring mistakes we should avoid in order to get a good hire from the lot.
The urgency in filling up the seat, the pressure from higher management, and in midst of all this, sits the recruiter. Sometimes the approach to the entire recruitment is done in a very easy manner. Remember, recruiting a person randomly might cause the downfall of an entire team.
To prevent this, This article spells out the:
Top 10 Common Hiring Mistakes Employers Make and How to Avoid Them
1. Improper approach to recruitment
One of the most common mistakes made by recruiters is having an improper approach to recruitment. Recruitment starts the moment the organization floats its vacant job’s description. The job description provided must focus on the work details needed for it and should less focus on the type of worker.
The proper efforts into giving such details will lead to hiring the best candidate who will have the potential to be a valued employee. Get a proper idea regarding the job description to be provided such as the educational background needed, the work profile description, the skillset needed, etc.
Spending some time preparing for recruitment can lead to the most suitable hire.
2. Searching in shallow waters
The number of people looking for a job is ever increasing. That being said, are your job postings reaching them all? Reaching out to many people can help you select the ‘better’ out of them.
Narrowing yourself by simply posting on one job site will limit the cream candidates to go from hand. Simply selecting from the same talent pool will make the organization’s workforce lackluster.
Having a broad talent pool will help you diversify your workforce as well as gain more understanding of how to scrutinize people with different attitudes and which suits your organization the best.
3. Unclear hiring policies
This is very important for an organization. This isn’t just about the worry of selecting a wrong candidate, but rather the possibility of landing in legal trouble.
The most troublesome thing, at the end of the day, is to manage legalities. The hiring policy should be clear enough in all cases such that no one can question and cause trouble for the organization.
Bifurcate and provide all the details for the concerned class of employee. Have a strong shield in form of a hiring policy to clear the air for all. This way the probability of landing in legal issues will reduce tremendously.
4. Idealizing the ‘Best candidate’ image
Remember, the likability of a candidate is not the measure for recruitment. Just because a candidate gives highly positive vibes, it doesn’t mean they are the apt person for the position.
Another major thing to observe here is not to have a fixed image for a position. Keep all your job positions open for the right skills, experience, qualifications, and attitude. Let age, gender, or such bias never be a bar to this. You might miss some good potential hires. More than that, you might land in some legal binds. See to it that you avoid such hiring mistakes.
5. Asserting immediately after the first impression
A first impression is definitely needed. But see to it that it doesn’t become the sole criteria. Having a good speaking skill, maintaining proper eye contact is not enough to ascertain a person’s worth in the position.
Our inbuilt bias towards similar personalities can bring us to consider a candidate for the job. Remember that the appearance can be a setup and the real character might be not worth it.
6. Shooting the same questions again and again
There are many people who are going to sit for recruitment. But that doesn’t mean you will shoot the same set of questions to all of them. Most of them would be well prepared for the generic questions with dazzling answers.
When preparing for an interview, see to it that you have gone through the resume and understood their major profile and work attitude from it. This might not be the reality so tailor a situational question to understand how well will they handle or respond to some situations.
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7. Keeping references out of the view
Anyone can present a set of data on the resume. But the most important thing is cross verifying it with the references given. Know that resumes can be exaggerated.
Going simply by these resumes is foolish and you need to verify them. Dazzling answers and good impressions may make you keep the candidate, but realize and execute the proper steps to hire the actual best candidates.
8. Lack of space for a candidate to speak
An interview is not just the interviewer asking questions and the interviewee responding back to it. Always let the candidate speak their mind. This might reveal a detail that was not seen on the resume.
Also, encourage them to ask questions. Many want to work in a working culture that brings out the best in them. Such initiatives might lead to understanding them more.
9. Not keeping work culture in mind
The time that an employee spends with the company is effectively more than what he spends with the family. The benefits that a person receives inclusive of benefits, salary, perks, and flexibility can make them decide whether to consider or not for the position.
10. Recruiting without diligence
As a recruiter, you will always have issues to face such as immediate filling up of a seat, onboarding employees, sorting through the higher management’s pressure. With such issues on the mind, this might make the interview go bland and lead to selecting the wrong candidate.
Don’t rush through the course of the interview. Understand the candidate to find their suitability for the company. Best hires don’t come from one look.
Recruitment is the place where people from all cultures, work attitudes, and tastes converge. Always be open-minded to prevent recruitment mistakes. Thereby, improving your chance of getting a valued employee for your organization. Know that a bad hire is a loss of all the resources including the recruitment itself.
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