Getting the right talent for the right job is the biggest challenge facing the corporate circle. In order to increase the organization’s performance, it is imperative that the human resource hired is of best match with organization’s culture and value. However, it does not always happen that the people hired are the best resources available in the market or are a best fit. Why is it that even when best methods are used, recruitment manager fall short on some or the other ground? Let us look at what are the common hiring mistake and why do they happen
Developing a small candidate pool:- Sometimes even though the recruitment manager gets a lot of application, he is unable to maintain proper database. As a result, when the need arises, recruitment manager has to rely more on outsourcing the position requirement to consultancy. It is advisable to all companies to use in house resume builders, or they can even purchase resume builder software. They can use the resume builder as an application where all people who are interested in working for the organization can fill in their details and an automatic database would be created. Also when the pressure of closing the position is high, the HR manager would just start the interview process with a limited number of candidates. This though seems like a short-term benefit but can eventually end up in long-term liability.
Fail to take telephonic interviews: A lot of time can be saved if the recruitment can take a short telephonic interview prior to calling them in office. The telephonic interview can focus on expected salary, basic job requirement can be discussed and once the suitability of the candidate is ensured he or she can be called for a formal interview. This will save time both for the candidates and the panelist.
Incomplete preparation of the candidates as well as the panelist:- It is very important for both interviewer and interviewee to know about each other before. The candidate should be familiar with organization’s background, the interview panel, the details about job profile, etc. Similarly the panelists should also have a thorough knowledge of the background and the job profile for which they are interviewing the candidates. Also the panelist should discuss prior to the interview on what kind of questions will be asked, who will ask what questions etc.
Relying completely on interviews to make a decision:- When recruitments are solely based on interview results, more often than not they tend to have skewed results. It is always advisable to use number of test ranging from skill test to aptitude test to behavioral test. Idea should be to get a complete assessment of the individual not only to see who is the best job fit, but also to see who is the best job fit and organization fit.
Hiring mistakes are very small slip in judgment by the recruitment manager but can lead to grave circumstances. In order to avoid any such problems in future it is best that small steps should be taken to ensure that all the abovementioned points do not affect the hiring process.
Tags: resume, resume writing