10 horrible mistakes in hiring you are doing right now

The worst nightmare you never want to face as a recruiter is a bad hire that ultimately affects the reputation, and again you have to start from the beginning.

You will have the fear of recruiting a wrong candidate again and at the same time, you don’t want to take more time.

The untold story of every recruiter that no one can realize without stepping into their shoes.

How to avoid the biggest mistakes in hiring

After working with 1705 companies, we have concluded 10 hiring mistakes clients are doing while recruiting

  1. Depending too much on the interview
  2. Following unnecessary rules
  3. Recruiting less qualified to satisfy egos
  4. Fail to create an accurate job description
  5. Rejecting overqualified candidates
  6. Quick hiring
  7. Unrealistic expectations
  8. Depending too much on references without verification
  9. Fail to notice talents within networks
  10. First Impression is not last

Depending too much on the interview

The most common hiring mistake everyone is doing from ages are taking interviews of jobseekers, and no one seems to understand how this practice is wasting most time and energy.

An article published by The New York Times stated that job interviews are useless particularly the free-form ones.

For example, Texas Medica School at Houston admitted 50 students later to increase its incoming class size whom they rejected initially. A team of researchers found that those students’ were doing well as other classmates.

Interviews take time, and most of them are wasting your energy and money without giving any result. Instead of wasting time, give assignments to the candidates and measure their performances.

Following unnecessary rules

Companies are busy in following so many rules strictly that they are rejecting many deserving candidates because they don’t fit according to the so-called rulebooks.

And this is not only applicable for interviews but also for existing employees where companies are losing chances to work with excellent professionals.

For example, some candidates have excellent professional backgrounds but companies, but they face rejection because of some year gaps in their academics or professional lives.

Here is how to follow a smooth hiring process

  • Make sure the interview process is fast and friendly
  • Instead of following so-called corporate rules, make the job description short and specific, and if requires, use the local language.
  • Instead of following rules strictly, be a flexible recruiter, and it’s okay to break sometimes.

Recruiting less qualified to satisfy egos

In an interview with The New York Times, Guy Kawasaki said,

In a perfect world, you would take pride in the fact that you hired someone who is better than you. Hardly anybody has that attitude, though.

He was not wrong at all and currently, most of the employers especially in the middle of the management level are hiring less qualified candidates to continue their superiority.

Sometimes founders ignore the importance of hiring qualified candidates that are outside of their specialization.

For example, a tech startup founder who is from tech background ignores the importance of the HR department and hire a less experienced person who later becomes incapable to manage the workforce.

Ultimately, the inefficient workforce later becomes deadly for the organization that could completely shut down the company. Here,

the problem is, the founder has a false impression that managing employees are relatively easy than technology.

In a successful organization, the founder or hiring manager should always hire the best of the best.

Fail to create an accurate job description

The most appealing part of a job is its description, but sadly, many recruiters don’t realize its importance and put an inaccurate JD (Job Description).

If you are looking for an honest and intelligent candidate, describe the job role accurately.

A good job description contains the exact skills, qualities, and roles and responsibilities of the position including its purpose and the opportunities. Make sure that you are not making overpromise.

While creating a job description, focus on these points below

  • Job Title: Should accurately reflect the nature of the job with ranking (For example, Senior/Junior/Associate)
  • Duties: Describe the purpose, roles, and actions that need to be taken, but avoid making long descriptions.
  • Skills: Mention the exact skills and don’t write too much
  • Salary: Unless you are in the Fortune 500 companies list, please mention the salary.

Rejecting overqualified candidate

The only argument for rejecting an overqualified candidate is that they may not stay longer as they will feel bore.

Often employers are ignoring the fact that even though they may not stay for a longer period, still they can do more than any average guy.

Use your negotiation skills by showing the opportunities and growth, and chances are they will stay if you are honest.

If they stay and perform well for a certain period, reward them for their loyalty and performances.

Quick Hiring

Some companies are always in a mood to hire as soon as possible, and this is one of the serious mistakes they do often.

In a busy environment, it’s normal that you want to close the position, but in a rush, you may hire an inefficient candidate.

If you end up hiring a wrong person then again you have to repeat the process that will waste your time and energy.

Unrealistic expectations

While recruiting, some employers have unrealistic expectations and usually, it is two types

Waiting for the perfect candidate

In the real world, no one is perfect and the same applies to job seekers also.

While waiting for the so-called perfect candidate, you are making your team understaffed for a long time that ultimately affects the business.

Instead of waiting for it, hire the person who meets most of the criteria especially the important requirements.

Higher expectations

Understandably, you have expectations from the new joiner as you have spent a lot of time in hiring.

But if you will try to rush, the chances of disasters are more.

Instead of start running from the beginning, give some time for warmup.

  • Give some time to familiarize with the work culture
  • Help them to understand team goals and work process
  • Let them understand the tools and technologies you are using

Depending too much on references without verification

Reference is helpful for verification, but there is no way to trust all the information provided by the candidate.

According to the report, 1 out of every 6 candidates lies in their resume and finance and telecom sectors are mostly affected due to fake data.

Fake Resume

At least 10 percent of existing employees would be exposed for fabricating their data every year if verification starts.

Candidates don’t even hesitate to use fake resumes on high paying jobs also, and unless there is Blockchain, it’s difficult to verify their data.

Sometimes, companies are relying too much on references that they ignore potential candidates too.

Even if a candidate is coming through references mentions excellent achievements in his/her profile, still, you should do proper background verification.

Fail to notice talents within networks

Depending excessively on references is bad, but that doesn’t mean you should ignore the people within your network.

The best way to save costs is to recruit within your team and also it will help to protect the data as you are not going to share with another new guy.

Identifying potential employees who are working for a long time, and assigning them a new role by giving a promotion will boost their productivity.

Existing staff are familiar with the organization’s roles, mission, processes, and technologies; so it won’t take much time to adopt a new job role for them.

First Impression is not last

We mentioned earlier, candidates can lie on their resume to create a better impression because they want the job, and employers can’t verify the truth within a limited period.

Instead of focusing on the first impression, you should use different approaches

  • Problem-solving ability: Ask them general questions like their ability to approach and solve a problem. Though there is no right answer, however, you can judge their thought process, and how they use data to understand which are most important.
  •  Related Knowledge: Don’t look for how they will contribute today; instead, ask them how they can work in different roles including the positions that haven’t been invented yet.
  • Leadership: Always ask how they are using their communication, decision-making ability to influence others. A person having leadership skills alway helps the organization as you can groom him/her in the future for an important role.

Conclusion

It doesn’t matter whether you are an MNC or small startup; anyone can make the above mentioned ten mistakes.

Though a perfect candidate is an illusion, however, following the above approaches will help you to find the better one.

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