Recruitment teams across the globe receive truckloads of resumes every day that makes picking the right candidate quite a pain. Given that you are directly responsible for organizational growth, wrong hiring decisions can cripple the overall performance of your brand. It’s not something hiring teams do on purpose, but the loopholes in identifying the right candidate that can truly be an asset for the organization. The process needs lots of thought, focus, and planning. Without proper planning, you will not be able to avoid certain mistakes in the entire recruitment process.
With this being said, here are five important and common hiring mistakes you should avoid. By avoiding these mistakes, your recruitment drive will be a major success.
Mistake #1 – The Role and the Candidate
Question: Do you hire a candidate when the role fits him/her or if the candidate fits the role?
This question is raised by hiring teams in many top companies. The above scenario happens on a daily basis in all top firms around the world. Hiring managers are overwhelmed with the amount of stress and candidates they should filter. Top companies receive tens of thousands of applications every day. It is pretty much difficult to filter the right candidate magically. What hiring managers do can influence the growth of the entire company! That is why they should hire someone the role fits.
The problem: Thousands of candidates are hired because the company needs employees. This signals the signs of desperation. It is important to hire with care and foresight. Roles should be given to individuals who care and fit perfectly.
The solution: By hiring individuals whom the role fits, companies will be able to build a strong and a healthy environment. Soon, everyone would know each other in the firm. Few days down the process, create a quiz to check if the candidates are competent and like-minded.
Mistake #2 – GPA versus Experience
Question: Do colleges train students on Facebook advertising? Are marketers training on social media networking platforms? If no, how can GPA caliber a candidate’s skills? How will GPA decide if a candidate can perform the roles and responsibilities of a job profile perfectly?
“GPA” is a renowned hiring trap. Decades ago, companies hired people based on their college scores. In fact, special assessments were organized to analyze the abilities of candidates. Unfortunately, thousands of companies (even the Fortune 500 ones) rely on these assessments.
A strong GPA signals signs of learning. It proves that the candidate is prepared to learn and do great things. But, it doesn’t decide if the candidate has the knowledge and abilities your job needs.
The Problem: Many candidates fail in various school subjects. Some like English and others excel in Mathematics. A person who excels in both may not be a master of any. This is why GPA is a “small” and an “ineffective” token in the real world.
The Solution: GPA helps in filtering candidates at a high level. If you want to hire the industry’s finest talent, you must look beyond GPA. May be create a quiz based on the role. Always ensure that the candidate has the right work experience. He/she should have worked in similar environments. Above all, they must be passionate about the work they have done.
Mistake #3 – Friendship
Question: Your son is applying for a role in your company. What are the odds of you giving him a job?
It is quite common to come across hiring managers who make the process smoother for their friends and relatives. This is a grave mistake. Never compromise on morals that govern your roles and responsibilities. If you are looking for top talent, focus only on the role and its requirements. Don’t hire someone because he/she is personally attached to you.
The Problem: Hiring professionals find it difficult to say “no.” They wonder if rejecting an application would destroy relationships. As a result, they fail to live up to the expectations of the company. Instead, they work on behalf of their friends and relations.
The Solution: Never make professional decisions based on your relationships. Personal relationships and professional attachments are different. When you make decisions based on personal bonds, the mistake will haunt you for a very long time.
Mistake #4 – The Wrong Follower
Question: Have you decided to hire someone who can help you with the process? If yes, have you trained them on your vision and culture?
It is important for everyone in the company to have a common vision and work culture. This point is incredibly necessary. Most CEOs and upper management leaders hire top talent by themselves. This is because vision and culture play an integral role in their business. As the company grows, the responsibility of hiring someone new is passed to another person.
It is unfortunate that CEOs and leaders pass responsibilities but skip details about vision and culture.
When roles and responsibilities are passed to people who have little knowledge about your cultural standpoint and long-term goals, the hiring process becomes “different.” The moment CEOs and leaders remove themselves from the hiring stages; you may end up recruiting the wrong candidate.
The problem: Removing CEOs and Leaders from the hiring process can break the company apart. When people with different cultural standpoints and vision pick candidates, your company’s overall growth will be influenced.
The solution: Always stick to the truthful culture of your company. Pick hiring experts who can appreciate and recognize your company’s vision and culture. Summer Fridays and pool tables cannot become a company’s culture. Instead, culture represents a group of people with similar attitudes. The way your hiring manager and his associate’s work can identify your company’s culture and vision.
Mistake #5 – Unicorn Talent!
Last but certainly not least, waiting for that unicorn employee is a waste of time, effort, and resources. Job descriptions come with attributes that can identify an ideal candidate for the role. But, finding someone who fits all your requirements is a daunting process. During this mission, you may end up losing many bright applicants.
The Problem: The quest for unicorn candidates is time-consuming and tedious.
The Solution: Evaluate candidates using sensible parameters. Don’t engage in endless searches for ideal and perfect employees. Be sure about the candidate’s experience and skills. Create a quiz to understand more about the candidate’s skills and experience. This is more than enough for you to hire.
About the Author:
Angela White is an ed-tech enthusiast with a passion for writing for the consumer market in the areas of product research and marketing using quizzes and surveys. Having a knack for writing and an editorial mindset, she is an expert researcher at ProProfs: a brand that’s known for creating delightfully smart tools such as Quiz Maker.