Five mistakes companies make while hiring/recruiting

Hiring new personnel for your company can be exhausting and complicated. While you host
interviews and review the worthiness of every candidate, applicants also simultaneously analyse you
and the company as well. The hiring procedure is more complicated than selecting the right
candidate for the position. It includes finding and then securing the right candidate, whose values
match with the principles and mission of your company. Hence, it is significant for companies to
implement the right hiring strategy.

Below listed are the top five mistakes you should avoid while conducting your next recruiting
activity:

 Rushed hiring:

Rushing into making any decision can prove to be risky, especially with regards to recruiting
employees. Sometimes, you may be pressured by the stakeholders for filling a vacant any position
quickly as fast as possible. However, it’s crucial that you abide by the hiring process and thoroughly
evaluate several candidates before arriving at a decision.

 Lack of internal hiring team:

At times, the best candidate may be present right in front of you! It is tough to measure the level of
motivation and engagement of a candidate from the resume and a short interview. However, when
you hire internally, you are already familiar with candidates as well as their work skills and ethics.
Moreover, internal hiring of candidates is also economically beneficial as it takes away the time and
costs linked with advertising for candidates externally. Another benefit is that training and
promoting an existing employee can boost his/her productivity and result in better returns.

 No feedback/suggestions for improvements to the candidates:

You should help a prospective candidate who fails to question about the respective job position and
your company. This, in turn, will help you better determine the skills of the candidate and learn if
he/she can fit within your company work culture. Thus, you should describe your company to the
candidate, detail out the job position and other information which is relevant for the candidate’s
knowledge.

 Lack of proper screening:

If you select a candidate who isn’t qualified for the job role, there is no one else to be blamed but
yourself. Often, we end up hiring a candidate who appears to be the perfect match for the position
basis his/her resume. However, this isn’t the right approach to follow, and it’s essential to conduct
your due diligence. You need to take time and learn more about the person you plan on hiring. Make
a note of how the candidate answers to your questions and what he/she says about former office or
employers. Moreover, checking and calling the candidate’s references is also as crucial as a good
interview.

 Less refined search:

Another major hiring mistake is not conducting a proper, refined search. Don’t just put out the job
ad everywhere and draw candidates from several sources. Instead, ensure that you frame a clear job
description to attract candidates who likely are qualified for the role. Next, screen and compare the
received applications with the job description you had posted and remove the erroneous ones.
Don’t choose a candidate just because you feel he is like you or if you like him/her. Such an approach
will lead to the formation of a team that looks, thinks and acts to a situation the same way. It’s
better to have a diverse slate of candidates, with varied outlooks and skills. Also, don’t reject a
candidate who challenges you or holds a different perspective than you.

Recruiting the right candidate is vital to boost company profits, maintain positive work culture and
achieve business goals. So, avoid committing these five hiring errors and enhance your chances of
selecting the right candidate each time.