Hiring decisions that result in "bad" hires sap your organization`s time, training resources, and psychic energy. These are the top hiring mistakes to avoid during your recruiting and hiring process. Do these eight activities with care; your recruiting, interviewing and hiring practices will result in better hires. Better hires will help you develop a strong, healthy, productive, competitive organization.
Here are eight recruiting and hiring mistakes to avoid.
Do Not Pre-screen Candidates
A half hour phone call can save hours of your organization`s time. Pre-screening applicants is a must for recruiting and hiring the best employees. You can discover whether the candidate has the knowledge and experience you need. You can screen for applicants who expect a salary that is out of your league. You can gain a sense about the person`s congruity with your culture. Always pre-screen applicants.
Fail to Prepare the Candidate
If your applicant fails to ask about your company and the specifics of the job for which he or she has applied, help the applicant out. Prepare your applicants better for the interview, so interviewers spend their time on the important issues: determining the candidate`s skills and fit within your culture. Prepare the candidate by describing the company, the details of the position, the background and titles of the interviewers, and whatever will eliminate time wasting while the candidate interviews within your company.
Fail to Prepare the Interviewers
You wouldn`t choose a college for your child or launch a project without a plan. Why, then, do organizations put so little planning into interviewing candidates for positions? Interviewers need to meet in advance and create a plan. Who is respponsible for which types of questions? What aspect of the candidate`s credentials is each person assessing? Who is assessing culture fit. Plan to succeed in employee selection in advance.
Rely on the Interview to Evaluate a Candidate
The interview is a lot of talk. And most frequently, because applicants are not prepped in advance, a lot of interview time is spent giving the candidate information about your organization. Even more time is invested in different interviewers asking the candidate the same questions over and over.
During an interview, candidates tell you what they think you want to hear because they want to successfully obtain a job offer. Organizations are smart when they develop several methods for evaluating candidates in addition to the interview.
According to the Chally Group, a Human Resources consulting firm, in, The Most Common Hiring Mistakes, research at the University of Michigan found that, "The typical interview increases the likelihood of choosing the best candidate by less than 2%. In other words, if you just `flipped` a coin you would be correct 50% of the time. If you added an interview you would only be right 52% of the time."
Source:
http://humanresources.about.com/cs/selectionstaffing/a/hiring_mistakes.htm
Here are eight recruiting and hiring mistakes to avoid.
Do Not Pre-screen Candidates
A half hour phone call can save hours of your organization`s time. Pre-screening applicants is a must for recruiting and hiring the best employees. You can discover whether the candidate has the knowledge and experience you need. You can screen for applicants who expect a salary that is out of your league. You can gain a sense about the person`s congruity with your culture. Always pre-screen applicants.
Fail to Prepare the Candidate
If your applicant fails to ask about your company and the specifics of the job for which he or she has applied, help the applicant out. Prepare your applicants better for the interview, so interviewers spend their time on the important issues: determining the candidate`s skills and fit within your culture. Prepare the candidate by describing the company, the details of the position, the background and titles of the interviewers, and whatever will eliminate time wasting while the candidate interviews within your company.
Fail to Prepare the Interviewers
You wouldn`t choose a college for your child or launch a project without a plan. Why, then, do organizations put so little planning into interviewing candidates for positions? Interviewers need to meet in advance and create a plan. Who is respponsible for which types of questions? What aspect of the candidate`s credentials is each person assessing? Who is assessing culture fit. Plan to succeed in employee selection in advance.
Rely on the Interview to Evaluate a Candidate
The interview is a lot of talk. And most frequently, because applicants are not prepped in advance, a lot of interview time is spent giving the candidate information about your organization. Even more time is invested in different interviewers asking the candidate the same questions over and over.
During an interview, candidates tell you what they think you want to hear because they want to successfully obtain a job offer. Organizations are smart when they develop several methods for evaluating candidates in addition to the interview.
According to the Chally Group, a Human Resources consulting firm, in, The Most Common Hiring Mistakes, research at the University of Michigan found that, "The typical interview increases the likelihood of choosing the best candidate by less than 2%. In other words, if you just `flipped` a coin you would be correct 50% of the time. If you added an interview you would only be right 52% of the time."
Source:
http://humanresources.about.com/cs/selectionstaffing/a/hiring_mistakes.htm
