As laws and the size of the workforce continue to grow, HR managers have a lot of responsibility. As organizations try to achieve more with less, demands increase and become more complex. With that in mind, it’s no wonder that mistakes happen in HR management, so we’ve compiled a list of the top 10 most common hiring mistakes in the hopes of raising awareness. Click here to see HR consultancy Abu Dhabi.
Hiring a good recruitment agency can be a good option in some cases. Their expertise helps you to find a suitable candidate without much effort.
Top 10 Hiring Mistakes
Here we have compiled the Top 10 Hiring Mistakes to Avoid to Get Better Hiring Results.
Not making an accurate job description
Describe the position accurately and honestly in your ad. If you don’t, you’re less likely to attract applicants who have the characteristics and talents you’re looking for. A good job description is more than just a list of responsibilities; it should explain the overall purpose of the role and identify key responsibilities.
Also, don’t overdo the position by making candidates feel like they have more potential than they actually do. For example, don’t state that a quick promotion is possible if it isn’t. If you do, your eager new hire may become dissatisfied and leave.
Reporting an overqualified candidate
HR managers may be tempted to fire an overqualified recruit because they don’t want to be dominated by them, or because they think the prospect would be bored in a lower-level job and leave the company shortly after joining. No matter how long they stay with the company, these individuals have the ability to develop and strengthen your team. Consider offering advancement opportunities, promotions, or incentives to encourage employees to stay with the company.
Don’t consider recruiting from within
Sometimes the greatest prospects are right in front of you!
Filling vacancies in-house can save money and time by avoiding the expense and effort associated with advertising to external applicants. In addition, a current employee will be familiar with your company’s activities, beliefs, and goals. He would probably “get up to speed” in a new position faster than an outsider.
Ending an interview early
Organizations have been known to drop applications early if they noticed that the candidate was not a good fit for them. However, this can backfire, as the person can get offended, or the interview can turn around and scare recruiters into bringing some more questions to light. In any case, if your company has a habit of prematurely ending interviews, candidates should be informed in advance so that there are no unpleasant shocks later on.
Too much reliance on the interview
Some hiring managers rely solely on interviews to assess prospects, but is this the ideal method? “Most interviews are a waste of time,” Laszlo Bock, a top executive at Google, said in his book Work Rules! since interviewers can spend most of their time confirming the image, they created candidates in the first 10 seconds of meeting them.
Go for permanent service over talent
HR managers often make the mistake of prioritizing hiring over talent. Not only will you get a less-than-ideal employee in a new job, but you could also lose young talent if they don’t see career opportunities. Determination and loyalty are vital, but if there is a marked difference in skills, it should be recognized and rewarded so that your company can stay ahead of the competition and be more inventive.
Rushing the rent
The ideal applicant may not exist. Take your time. Think about how much time and money it takes to hire and train someone to find that they are not up to the task. You may have to start over. If necessary, conduct two interviews and hire a freelancer or outside contractor to fill the position until you find the ideal candidate.
Waiting for the perfect candidates
If you have a mental vision of the ideal applicant, you may be overlooking other qualified and great candidates as you wait for this potentially unreachable person to show up. Your team’s morale will suffer due to understaffing, as will the feeling of being undervalued if someone has asked for progress. If you don’t have the ideal candidate, look for someone who meets most of the criteria, has strong soft skills and is a good fit for the organization.
Too much reliance on references
How much information on a resume can you trust? According to a poll of more than 2,000 HR and hiring managers conducted by CareerBuilder in the United States, more than 60% of employers have discovered an inaccuracy on a resume. For example, a job applicant who claimed to be a construction supervisor revealed during his interview that he had only built a dog house in his backyard.
While applicants may have excellent experience and qualifications, you should double check some of the information provided by them.
However, don’t put too much value on these references, both positive and negative. Someone’s success at one company is no guarantee that he will be successful at yours. And just because he has a bad reference from a former company doesn’t mean he won’t fit in your team.
Expecting too much, too soon from a new recruit
It’s critical to help your new recruit become familiar with the goals of the organization and team during the first few weeks, and to encourage them as they learn. This is called ‘onboarding’. Make him feel welcome on his first day and introduce him to the staff. Allow him to ask questions and seek advice, and schedule regular check-ins to evaluate his progress.
Filter out candidates who are less qualified
It is likely that some of the most talented individuals have fewer abilities than those who appear more competent on paper. These people thrive because they work hard and do a good job, so even if they don’t have as many talents as other applicants, they can be a valuable asset to the company.
