Hiring the right people for your company is crucial to ensure your business continues to perform its best. Regardless of this, some companies continue to not give enough thought to their recruitment process. This results in inexperienced staff being hired. In the long run, this can result in poor staff retention and a drop in productivity. To make sure this doesn’t happen to you, try not to slip up by making one of these common recruitment mistakes.
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Not Using Tech In Recruitment
There are tons of different technologies we can use in the workplace. Each and every one makes our workday extremely convenient and easier than it was a decade ago. You can also use tech in your recruitment too! All you need to do is buy a recruitment system that you can use to manage your job adverts and applications. The software will also make it easier for your adverts to reach the right people.
Taking Too Much Time Looking Over Resumes
Many recruiters and HR staff forget that resumes are only meant to be skimmed over. Resumes are usually made up of simple bullet point lists, so there is no way that you are going to get the full story about a candidate. If you think a resume may be missing something, don’t dwell on it. Simply invite the candidate in for an interview to get to know them better. That way you won’t overlook someone who might have been perfect for the role.
Interviewing With A Specific Job In Mind
Even if you are recruiting for a specific role or position, your interview should be fairly broad. It is a good idea to try and keep your interview questions open and on a range of industry and company related matters. And you should also dedicate part of the interview to trying to get to know more about the candidate. Try not to slant the questions towards the specific role that is open. Otherwise, you might forget to find out some significant information about the interviewee.
Rushing Through The Process And Decision
Most of the time, there will not be a major rush to fill an open position in your company. Rushing a candidate through the recruitment process never works out well. It can only increase the chance that you pick someone who is ill-suited to your company. Don’t just offer someone a job after one interview. You should only make a decision after they have had a second interview. That way, both the company and candidate will have had the chance to find out enough about each other to figure out if they are suited. If you don’t have the time to organize two interviews in your office, think about holding a telephone or Skype interview.
As you can see, there are a few pitfalls you can easily fall into when hiring new members of staff. The most important thing to remember is to take things slow. Picking the first candidate to walk through your door could be a rash and detrimental decision!