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Hiring Mistakes that Recruiters should Avoid!



Hiring Mistakes that Recruiters should Avoid!


Hiring is a term used to describe the act of acquiring talent for the organization based on the type and expertise of skills required for having optimal productivity and to deliver the work functions expected from the to-be-candidate.


While hiring the right candidate can be a profitable act for the organization, but, the downside to it is, taking a bad hiring decision which can cost the company as much as 30% of the employee’s annual salary, and, the considerable amount of man-hours as well.


So, before taking up the next hiring mandate, read on about the Hiring Mistakes that Recruiters should Avoid:

Too much or Too little time:

Whenever a new requirement is created to fill the vacancy, it will either be filled immediately, or it will linger on for the longest time. The perfect hire is not going to come in front of you like magic, neither you will be able to finalize by just meeting one person. Hence, create a specific timeline based on the number of days to work on search, number of days for interviewing as well as number of people you intend to meet before closing the position.


Not keeping in mind ‘Cultural Fit’:

More often than not, even if the candidate has all the tick-marks in the list based on his CV and during the interview, there could be disparity in terms of the work norm and cultural download. Every company has a different set of purviews about the employee’s fit and the organization cannot expect the employee to change his / her mindset completely or quickly. Rather than having a case of infant-attrition, get the candidate accustomed to the company culture by having him meet multiple stakeholders and company brief.


Vague Job Descriptions:

Ambiguity is something that no one wants to fall prey for. When there is an internal disparity about the skill and capability requirements, it falls on the shoulder of the person hired to succumb to those differences and that creates friction. Hence, having a job description in hand which the hiring manager has himself / herself understood correctly as per the organization’s requirement, it will be easier to put your search right.


Relying only on the Interview:

If you are stuck between a couple of candidates to finalize, don’t rely on multiple interviews for the final shortlisting, instead have a short practical test for gauging the person’s capabilities and skills. This will give the employer as well as employee an idea about the expectations and how it can be bridged together.


No Relevant Interview Questions:

Once you have an idea about the Job Description, it is better to have a rough idea about the kind of questions you must ask to the candidates so that you have a better understanding of the candidate’s competencies and his / her ability to deliver the tasks of the job. Irrelevant questions lengthen the interview time and there is no apt information garnered from it in the end. Hence, avoid asking questions that won’t get you the answers you are looking for!


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