While some candidates are totally dishonest, it might require more skill and intention to discern whether a new hire would perform well within your organization.
Here are seven points you should avoid when selecting new hires.
1. Overlooking Current Staff Members
According to one study, promoting internal candidates instead of hiring externally assures that those individuals will have:
- Knowledge of and compliance with company culture
- Built solid relationships with co-workers
- Higher performance evaluations than external hires
Hiring from within is not always the best choice, but internal promotion should be considered.
2. An Overly Planned Out Process
IKEA is known for eliminating aspects of the recruitment process that are wasteful or interfering. Instead of solely focusing on the information they need to gather, IKEA researches, and then constantly improves the candidate’s experience.
For example, IKEA is known to create a ‘persona’ for each job description. They research candidates’ interests, what sites they visit online, and what frustrates them the most.
Are there ways that you can streamline the hiring process for your applicants?
3. Improperly Describing the Job Position
Employers expect job candidates to be polished and engaged, and yet, some companies do not hold themselves to the same standard. Make sure that your job descriptions are concise, yet thorough. Expectations should be clearly communicated, as should, salary, benefits, and the general aim of the position about the company.
Job descriptions also offer candidates a glimpse into the organization’s culture. Take advantage of this unique opportunity by using effective copy in each job description.
4. Lacking a Mobile or Social Media Recruiting Strategy
According to a Jobvite survey, 43% of job seekers search for positions on their mobile phones. But less than half of more than 1,800 employers incorporate mobile trends into their recruitment process.
Incorporating mobile and social media strategy into your recruitment process will at the very least decrease the amount of time to hire.
5. Minimal Focus on Potential Job Performance
Although education and experience are important, they aren’t clear indicators of ability. Focusing solely on what’s written on a person’s résumé, work history, and presentation during an interview can cloud a recruiter’s judgment.
Consider incorporating a job-related activity into a portion of the interview to assess whether the candidate will likely perform his job duties well.
6. Focusing on the Wrong Credentials
Burning Glass Technologies conducted a study in which 65% of Executive Assistant and Executive Secretary job postings call for a bachelor’s degree, but only 19% of those who currently fill those positions actually have one.
When credentials aren’t crucial, consider competent candidates who can perform expected job duties without them.
7. Excluding Younger Candidates
Employing youth with little to no post-secondary education is a rising trend. These candidates have proven to be an asset to companies due to their innovative solutions, social wealth, and potential benefit for the company in years to come.
Don’t overlook these talented individuals.
Wrapping it Up
While finding the best candidate is definitely a process that requires patience, avoiding these points can help you make a sound hiring decision.
Over to you – what do you do during the recruitment process to find that ideal employee?