When it comes to running an organization, hiring the right people is the key. Much thurst is needed on hiring the right people. Proper recruitment plays an instrumental role in achieving success and growth for an organization. Any mistake here can directly stunt the objective of an organization and so is totally unacceptable. Let us have a look at the 10 recruitment strategies that help you dodge such mistakes:
So, check the following common recruiting mistakes that need to be avoided:
Not Revising the Job Descriptions:
Are you using the same job description that you used last year? That’s a very common practice of among the recruiters. Companies keep carrying the same job descriptions for years without changing them with time into better meet with new job requirements. Terms of exact laser focused requirements.
While this practice saves time, it can be detrimental if industry standards and key roles have changed with time. Revising job descriptions regularly can ensure the most appropriate candidates apply.
This is a very smart practice to save time, but you need to be aware that the industry standards and the key roles do change time to time. So, do revise job descriptions at a regular interval and make the required changes to attract best-suited profiles.
Not Analyzing the Candidates’ Mental Set Up:
Before making a recruitment, the Recruiters need to analyze the mental set up of a candidate. Candidates need to be selected according to the need of the company work culture.
A candidate may have great skill, but if his way of thinking is not suitable for the company work culture, he should not be selected. Recruitment without analyzing the candidates’ mental set up can make the atmosphere disharmonious.
Rushing the Recruitment Process:
Hastily doing an important work can make you face damages can cause problems. This is especially true when you hastily hire a new candidate. The wrong select can cause high turnover.
When you make haste in the recruitment process, the chances of selecting wrong candidates increases. Now, it is needless to say that wrong selection will lead to re-recruitment. That means you have to invest more of your valuable time and money on the recruitment process for the same post again.
So, it is strongly advisable not to rush the recruitment process even in the case of urgent requirements. Instead of investing time twice on the same thing, it is better to invest time once and do the work efficiently.
Offering Sub-Standard Salary:
Recruiters have will typically a common notion that they offer a sub-standard salary package if they can find any weakness of in a potential a candidate. If the candidate has no other option then he/she will definitely join but he/she will desperately search for a better job opportunity. In the meantime, he/she will not be able to do his/her job wholeheartedly.
Again, long term success is only gained by creating a workplace where employees want to remain. Sub-standard salaries will only encourage employees to leave.
You know it very well that it will be harmful to the steady growth of you company. Apparently, you get benefited, but this will hinder your bigger future achievements.
Not Recruiting Overqualified Candidates:
Some recruiters avoid recruiting overqualified candidates because they think that overqualified candidates will not stay for long or they will be too expensive to hire.
But, it is undeniable that the over-qualified candidates contribute to the growth of the company from the very beginning. You don’t need to wait to get the desirable result. They will not leave the company if you provide package according to their merit and skills.
Giving More Emphasis on the 1st Impression:
There is a saying that “the first impression is the last impression”. So, if a candidate can create a mind-blowing first impression, the recruiters, in most of the cases, target to select the candidate.
But, if you are enchanted with the first impression, you may not be able to realize the that the person has a behavioral disorder or lacks the skills necessary. Therefore, it is in your best interest to judge technical incapabilities of the candidate. So, judge a candidate on the whole before you make your mind to select a candidate.
Depending on Votes to Select a Candidate:
Some recruiters appoint a panel of experts as the interviewers. They select candidates based on voting. But you are to select the eligible candidates rather than the popular candidates. But this often results in hiring the most popular person, not the most qualified.
A candidate’s interview skills may make him popular but the selection should be made on the basis of qualification and skills.
Beating about the Bush:
Sometimes, without asking proper interview questions, the interviewers ask too many irrelevant questions to while trying to judge the intellectual strength of a candidate. This questionnaire becomes so lengthy that the skill testing questions cannot be asked properly.
The candidate may have the requisite skills but somehow he is not smart enough to answer the intellectual questions. Maybe, he is the right person to hire but. But, if you approach like this, you may fail to recognize the right candidate.
Not Maintaining Transparency:
It is seen that Certain recruiters are reluctant to be transparent about their company policies during recruitment. When the candidates join as employees and discover rules which were hidden from them originally, they start to associate dishonesty with management and might consider leaving the company. Find some exceptional rules which were not stated to them, they eventually lose respect for the authority. They start thinking that the management is not honest and it is better to leave the company.
If you maintain transparency about all the rules and regulations of your company, you can the candidates who will feel uneasy will leave without joining. This will give you scope to recruit another person who wants to continue with you. This will enhance your company image and also help reduce high turnover rate.
Not Validating the Given References:
Often, because of time constraints or in an effort to avoid extra work, recruiters will not check references. But only by checking references can you ensure you are making the right hiring choice. t is seen that due to lack of time or to avoid extra workload, recruiters are not interested enough in validating the given references by the candidates. The given references need to be checked to know the truthfulness of the candidates. By checking this, you can be assured of the genuineness of the candidates.
Avoiding these ten mistakes will help your company enjoy flawless recruitment.