Major Hiring Mistakes
It’s a big challenge for recruiters to get right candidates for organisations. Making an incorrect hiring decision will cost a lot to the company, directly, it would be in terms of money and time; and indirectly, the productivity of the company.
According to research conducted by Gevity (the company serves as the full-service HR department for small and medium-sized organisations), the following are the five major reasons that lead to hiring mistake:
1. Relying Strictly on Traditional Recruiting Sources
- There is a wide range of options beyond putting advertisement on paper, which is the most traditional recruitment method. The options include online recruitment, university job fairs, recruiters and employment agencies, the own organisation’s website. More and more organisations report that many of their hires come from internet-based sources. It is convenience to the job seekers, and therefore, the pool is there. Some companies also use their staff as recruiters, which usually called staff referral program, either with or without fees paid to the staff. This is an efficient method as the staff know the people they refer, and they don’t want to be the one responsible for bringing a bad apple into the company.
2. Offering Candidates Uncompetitive Compensation
In a very competitive labour market, organisations need to focus on the total package, including cash, health insurance, retirement plans, opportunities for growth and advancement, a positive work environment, and flexibility.
3. Failing to Market Your Company
- Recruitment is not solely recruitment, and recruiters need to act as a sales person. Treat potential candidates with respect, as they are customers, and add a strong "sell" segment to the interview. Showcase the organisation’s strengths, opportunities, and positive culture. Tailor one’s "sell" to what the applicant has revealed about what he or she is looking for in a new job.
4. Wait until someone leaves, to fill up critical positions
- Talent management and succession planning are two important elements in 21st century HR management. Good HR people must be able to "foresee" turnover, and when a position opens, HR can fill it quickly with top talent.
5. Hiring Solely on Job Fit, Not Organisation Fit
- Most managers tend to focus on "job fit", but research shows that organisation fit is often more important. Skills can be taught, but not attitude.
