For any business or organization, choosing the wrong candidate can create mayhem. Candidates are interviewed to make sure that they are choosing the right person for any particular position(s). The pressure of the hiring manager or that of the whole team reaches the top, however, choosing none rather than choosing a wrong fit is better. A misfit can create trouble and, with companies having bigger turnovers, it could be a nightmare. All companies make mistakes while interviewing and hiring, and conducting a police check; however, you can avoid them if you are aware of what they are. For a better interview process and better employee turnover and efficiency, here are some common recruitment mistakes to avoid.
Prepare For The Versatile Range of Individuals You Will Be Interviewing
A recruiter should know what to look for in an individual that would hit the spot and make them believe they are making the right choice. You can only expect great results at the end of your interviewing process when you begin on the right path. This would include a proper job description, including
- what the job entitles
- the benefits and others.
Focus on the job and not the individual, and you would easily find the right fit. Giving enough information and receiving enough is the key to a great recruitment process. When you are spending hours on prepping, be sure that you will hire someone who would become a valued addition to your team.
Not Considering Recruiting From Existing Employees
Sometimes, the right fit for any particular position might be in your company already fulfilling other positions. This not only helps you recruit someone who is already trusted by hiring internally, but it also cuts down the cost of interviewing and even sometimes training. An existing member would already be in tune with the vision and the mission of your organization.
They would be able to adjust to the new role better and faster than any outsider would. Again, promoting as well as offering training to the already existing employees gives them a morale boost. It gives them the confidence to work harder and prove themselves competent, which helps your company.
Unconscious Bias- A Mistake That Should be Discarded
Unconsciously, any recruiter tries to form a certain impression about the candidate within the first 10 seconds. This plays a vital role in increasing or decreasing their chances of getting hired. However, unconscious bias exists and should be avoided to increase your chances of selecting the right fit. Unwittingly, many favor candidates who belong in their background, class, same educational qualification, schooling, and gender.
Doing this decreases your chances of having a large pool of talent at your disposal. When you consciously avoid biases, you can hire talented people from different sections and find someone who will do the job best.
Resisting The Use Of Technology And Its Advancement Is A Big Mistake
Technology is evolving and, so should the ways you conduct an interview and post it. Though many businesses and companies still adhere to paper printing and job marketing sites, there are several other ways you could seek candidates. Going through resumes is hectic, especially with piles of paper in front of you. Then it comes to sifting through everyone and making a list of the top candidates.
However, in-person interviews, as well as phone call interviews, video calling, have been incorporated in the process of interviewing someone. It saves time and, it saves money and, the whole process does not seem monotonous. Be smart about the ways you post your job requirements through various digital and social media platforms and how you conduct them.
Forgetting To Make A List of The Top Candidates
Going through too many options can confuse you, and it is impossible to remember who said what. You could easily jot down the top candidates who you feel will be efficient and the right choice. The fewer applicants, the better. Decide how to involve each individual through the chain of interviewing processes.
The goal is to make the right choice by giving enough time; fewer candidates ensure you get to interact better. Make sure you hear each voice and jot down any points you think differentiates one from another. You can either involve the executive, or the hiring manager would be enough as there is no need to waste time or resources.
It is very important that you focus on what the candidates have to say rather than talking too much. Listen to their vision, their thoughts, and check whether they abide by what your company follows or not. Checking references is of utmost importance.
Whether it is a previous working reference or doing a police or criminal record check, maintain secrecy yet do thorough research to make sure you make the right choice. By avoiding these common recruitment or hiring mistakes, you can find someone who is competent and reliable and will be able to contribute greatly to your company.