5 CRITICAL HIRING MISTAKES

5 CRITICAL HIRING MISTAKES

****Err Wrong Recruitment!!!****

 

Selecting the Right Person is so basic to SUCCESS, yet many Recruiters do it wrongly. Find out Why & What to AVOID.

 

1.      Clarity on What You Are Looking For

Closing an open position is always a priority but being in a hurry to do so may lead to hiring of a wrong person. Better to wait for few more days than hiring a wrong candidate. This mismatch results in reduced productivity, low morale & often termination. Recruiter should think of filling the job, not replacing the person.

 

Whenever there’s an opening, the job description should be revised according to the changes in organizational strategies. Perhaps anticipated changes suggest that someone with a different skill set would be a better fit for the long term. Or maybe it’s time to think about some restructuring based on the future or based on analysis of how this job or a group of jobs could be done better.

2.      Minimal Source for Candidate Pool
It seems simple to hire today—hit one of the big job sites and go at it. But most experts recommend using more than one source for candidates. It will improve the candidate pool and support diversity initiatives. Therefore, please contact Salient HR Management for all your Hiring Needs.

3.      Casual, Erratic or Illegal Interviewing

Casual - Casually interviewing, that is, being unprepared, results in not gathering enough information to make a reasonable hiring decision. Also, lack of interest will leave the best candidates unimpressed.

Erratic - Poor interviewing techniques, poor selection of questions fails to probe deeper. Similar interview style & questions should be practiced with all the candidates to do a beeter evaluation & make a rational choice.

Illegal - All interviewers need to be trained to avoid questions or comments that can appear to be discriminatory, for example, questions about gender, race, national origin, religion, and age. The courts will assume that you asked the questions because you needed that information to make your decision. That leaves you wide open for a discrimination lawsuit based on asking the question.

4.      Poor Selection

Especially if you have not done a good job of gathering information about candidates, it’s easy to rely on one of these misleading factors:

• Halo - This means being swayed by one factor that’s great while ignoring other important factors that are poor.
• Extraneous - This means being swayed by an unimportant factor like successes in areas not related to the job.
• Glibness - This happens when you have an inspiring and enjoyable chat but fail to get around to talking about business.
• Background - This means being swayed by an impressive degree or a list of impressive people and companies with whom the person has worked, while ignoring the fact that there is no evidence the person can do the job.

5.      Background Check
Background Checks play a vital role. It can save the recruiter from taking the wrong plunge. Therefore, please contact Salient HR Management for all your Background Check Needs.