Hiring the right people can make our world with full of flying colors and the success gives us everything we want in our business. Yet, sometimes we do not approach hiring in the right manner and often make the some repeated mistakes. Here are the most common Top 10 errors a recruiter could do:
- Taping candidates' background.
No matter what the candidate may include on their resume, we
unknowingly/knowingly skip reading the resume. If we are serious about
specified candidates placement, make sure that their work history are accurate,
and check at least a reference or two is available. It helps recruiters to
check the basic background of the candidate. We need to conduct some due
diligence for the successful closure.
- Being overly influenced by advanced degrees.
Candidates with plenty of letters after their names have
certainly worked hard to earn their degrees. But there is no substitute for
real-world business experience, and people often make the mistake of
overlooking candidates with track records but not degrees.
Note: this does not apply, however, to specialized fields
that require advanced degrees.
- Not having a long-range plan.
Hiring someone to fill a current need can help you through a
busy time. Beyond hiring someone on a temporary basis, we need a long-range
plan for that employee beyond our immediate need. Include a plan to develop the
career of the candidate where he or she fits in with our company's long-range
plans.
- Making promises which cannot be Kept.
It can be a very costly mistake to make promises that are not
well thought out. Know ahead of time what we can and cannot offer a prospective
employee.
- Hiring someone for all the wrong reasons.
Unfortunately, this is a common mistake. Whether we are doing
our cousin a favor or are impressed by the way someone looks or talks, hiring
should not be done for the wrong reasons. Our focus should always be on the
best candidate for the best job.
- Not conducting a good interview.
Conducting a good hiring interview is a skill which many
people do not experience off late. It's important to ask the right questions to
determine whether the candidate is right for the position and fits into the
company’s goals.
- Not looking for a good fit.
In most businesses there needs to be a rapport among
employees. If we hire someone who does not fit in with the team's chemistry, we
foresee our self with unnecessary problems.
- Not giving employee offer letters.
Offer letters contains all the important details, including
the starting salary, bonus structure, start date, at-will status, and benefit
information. It is mandatory that the candidate signs and receives a copy
before he/she joins the organization.
- Not being prepared.
We can easily make a hiring mistake when we are not prepared
for the interview and hiring process. Prepare the list of questions to be asked
for the candidate and the type of employee we are looking for. Also be ready to
explain the position and answer questions about the company to the candidates.
- Expecting way too much.
A common problem these days is looking for one person to save
a sinking ship. An unrealistic, lengthy list of qualifications and background
requirements — as frequently seen in employment ads — creates a situation where
we settle for someone whom we think can do a little of everything, but does not
excel in the key areas. Narrow our focus to the most important aspects of the
position.
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