Common Recruitment Mistakes.
Recruiting staff may seem like a simple task, but is often very expensive and can lead to time wastage and losses if not planned properly. As much as the exercise is exciting to the shortlisted candidates, it may be so tiring and costly to the organization. Relevant studies have shown that a company spends almost 20% on recruiting a worker, and larger organizations with a higher turnover may even incur more costs.
Unplanned Hiring Can Lead to Recruitment Mistakes
Remember advertising a vacancy and conducting an interview does not guarantee a company will get competent workers. Staff evaluation is not an easy task but must be done because no firm is willing to waste money and time on less productive staff. Sometimes internal recruitment is better than sourcing from outside, yet most recruiters overlook in-house candidates.
Many companies miss the mark and plunge into these common pitfalls that can rather be avoided. There is no guarantee that the recruitment process will lead to an excellent candidate. However, its success can depend on the criteria for that specific enrollment process and how well you plan. Below are the most common recruitment mistakes managers make:
Common Mistakes during Recruitments.
Putting together all the necessary resources and creating time search for qualified staff for the described post is not all. Some issues may arise, causing a total mess in the recruitment exercise. Thinking of such pitfalls upfront and coming up with the most appropriate way to handle them can help you avoid some everyday recruitment mistakes. 1.Inaccurate job description.
Wrong job descriptions are a serious mistake because it means you will end up with a mixture of candidates. Prepare a well-written description that will only catch the attention of your focus group. A thoroughly-written job description must clearly reveal the purpose of the advert and the major duties and responsibilities. A job description must not be overrated or tweaked to give false promises like faster chances of promotion. Using such tricks to sell out a job post can attract many people who don't have the right skillsets because everyone wants the best. The long-run repercussion is that the anxious recruit may lose morale and even quit the job. Also, your job description mustn't focus on the immediate concerns of your organization but the future.
2. Ignoring internal recruitment.
The best job candidate for your vacancy may come from within your organization. Many HR teams underrate the idea of getting new candidates from within the organization and go around looking for new job seekers. They forget the organization itself may have a suitable candidate for the advertised job vacancy. In the real sense, there are many advantages of searching from within before exploring the outside. Some of the benefits of internal recruitment include:
3.Too much focus on interviews.
Most top officials think that conducting interviews is the best method to evaluate the right workers for a given post. Research by Senior Google Executives argues that many interviews are time-wasting because many interviewers focus on the impression within that short time of interaction. Additionally, the unemployment rate has risen, and people can pretend to secure a chance for their interests. Interviews may give you the best job candidate, but only if conducted transparently. For instance, you may use tests and exercises to determine the candidate's knowledge of planning, organizing, and communication skills, among others.
Recruitments are guided by many criteria, which has led to cases of unconscious bias. The majority have looked down upon certain candidates disqualifying then from the post due to presumed judgment. Avoid favoring specific candidates because of common ethnic groups, social class, age group, gender, or physical abilities. Interviewers have also put personal interest ahead of organizational goals. Some even say yes to favors in exchange for job promises. Ensure recruiters use the right selection criteria if you want the best job candidate.
5. Employing less-qualified persons.
Some people tend to hire less qualified persons than them to feel more superior at the workplace. A study has shown that many top officials fear recruiting more talented, learned, or experienced candidates than them. The main reason behind this trend is they see more qualified people as a threat, which is a serious concern that must be addressed. Working with talented and qualified candidates will bring in new ideas and skills to your organization.
6. Ignoring overqualified candidates.
Rejecting an overqualified person is among the common recruitment mistakes affecting organizational growth. Most top officials have fears like the candidate may not stay longer or will seek better places that suit them. Don't turn them down. Seize the opportunity and recruit them because they have better skills and will benefit your company for as long as they stay. Give them a chance and learn from them while they are still part of your team. Some may even stay longer than expected.
7. Delayed Hiring.
Many recruiters want to focus too much on the shortlisted candidates, which can be a problem. Remember, delayed vacancy replacement may push your staff to work overtime. And doing extra time may kill employee morale and impact productivity in the long run. Getting the perfect candidate is not an easy task and may take longer than expected, so you don't want to waste time. A better approach is to pick the candidate who meets most of the requirements. When you have a group to pick from, consider whoever got the most needed skills and has the working culture.
8. Hurried hiring.
While you want to fill the vacancy as soon as possible, this does not guarantee any rush or recruitment decisions. Careless recruitments may leave you with people without the skillset to work and lead to further training expenses. If not too sure of who to hire, conduct a second interview to get a clearer picture.
9. Trusting the given list of references.
Relying on the information provided on a piece of paper may be misleading because it may have been molded to suit the post Research has proved that only 40% of the information provided in the curriculum vitae of over 2000 HR managers are true. In a competitive job market, candidates try by all means to fit a described job post. Recruiters must look deep into candidate skills and not what is presented on paper.
Don't pay too much attention to the listed qualifications or experiences. If an expert performed well elsewhere, it doesn't mean they will do the same at your company. The same way a negative remark at a previous workplace doesn't mean they will not perform their duty if hired. To avoid these common recruitment mistakes, test all the skills that matter, and stick to the stipulated job requirements.
10.Poor Timing of the interviews.
Some interviews are scheduled to start early enough but end too early because the senior staff may feel there was no right candidate. Timing can also be a limiting factor as it may deny several candidates who might fit the job a chance to apply. Inform the job seekers of the reporting time and organize a registering list before the progress of an interview. The list should guide the number to expect during an interview and the time to be allocated for each candidate.
11. High expectations from recruits.
Expecting new staff to deliver quality after only a short period is a serious recruitment mistake. It is true new brooms sweeps clean, but it may take a recruit some time to fit into the organization's system. If the recruit is from outside the organization, it is wise to familiarize them with the place and company activities. Because new staff gets into a position that has been vacant for some time, give them room to pick up. Train and coach the new employees, so they feel welcome and free to consult where necessary. Make them part of the system.
12. Poor methods used during interviews.
Some interviewers use the voting system to find the appropriate candidate for a given post. This practice appears in the list of common recruitment mistakes because votes are normally based on popularity and not qualifications. Voting can lead to the dismissal of the most suitable candidate for the post simply because they gathered the least votes. Managers are advised to exercise the right selection methods when hiring new staff by putting the organization's prioritizing goals.
Job hiring eats up much time and money, so HR teams must avoid these common recruitment mistakes at all costs. It is also important to get the best job candidate for the advertised job vacancy to avoid unnecessary expenses. And if possible, consider internal recruitment or picking a suitable candidate from within.