The HR resource department is the foundation of any business. There are a lot of responsibilities lying on the shoulders of HR managers. They are not only responsible for hiring the right, but also it's their duty to retain the employee for the future.
According to the research conducted by the Center for American Progress, it is found that replacing a candidate might cost around 20% of the employee's salary. Maintaining and increasing the size of a workplace is not so easy.
From my recruitment experience, I have observed that every hiring or recruitment is different from the other. We commonly see that making mistakes at the service end can cost the company, but have you ever realized who the backbone of service is? Yes, candidates!
Hiring the wrong person for some positions not only affects the recruitment process but also affects the company's reputation. This is the reason why many companies invest huge bucks and time in hiring the right HR recruiters.
Well! If you are reading this blog, then you might be planning to improve your recruitment strategy or looking forward to starting your HR career. No matter whatever the case be, choosing the right candidate without making any mistakes is vital.
Here are the most common mistakes that recruiters should stop.
7 Most Common Recruitment Mistakes
Not clarifying job description
Sharing the job description on different platforms is the primary step for hiring. Many times, HR managers who do not describe the job properly have to face a lot of hassle in recruiting the right talent.
Not creating an accurate job description will less likely to grab candidate attention, which will make it more difficult for you to choose the right candidate for the job.
Many recruiters think that a job description is all about sharing the list of duties, but actually, it's more than that. To make the description more powerful, make sure you add overall purpose, responsibilities, skills, certifications if required, etc.
Always remember, the more you explain, the better responses you receive. So, start advertising the most, which is both informative and easy to understand.
2- Ignoring Overqualified Candidates
Many times HR recruiters do not hire the candidates if they are overqualified for a particular role. The main reason for this might be because they don't want to overshadow things. Usually, it happens that people working in a lower position might not feel respected, due to which they might leave the organization in a couple of days.
Are you also thinking the same? If yes, then you are probably making the biggest mistake. Hiring a potential candidate will develop your team and can be utilized for two different positions, which could be beneficial for the organization.
No matter how long an overqualified candidate stays in an organization, they will probably help you in improving your organizational process. Thus, don't pass over an overqualified candidate because there are chances that the candidate may retain.
3- Focusing too much on Interview
There are some companies that do not plan 3-4 rounds to hire candidates. They only rely on interviews and proceed to evaluate the candidates. From my experience of a couple of years, I observed that hiring talent only on the basis of the HR interview process is totally a waste of time.
I would rather say you should have 2-3 rounds like you can ask for a task, have a technical interview, book a meeting with the CEOs or managers. Going through certain tasks will not only help you in better understanding the candidate but also allow the candidate to know his/her job role better.
4- Hire less qualified candidates
Hiring freshers for a particular role is not a bad call, but yes, you need to be very particular while making this decision. Often, you are looking for a job where you need to hire smart people and have the power to learn new skills and adapt to your company's culture.
Because skills can always be enhanced, especially if the candidate is bright and intelligent, you just need to act smartly with freshers. Sometimes, the problem occurs with experienced candidates. I have seen people who are qualified for a particular role, but their skills do not match the company's expectations.
Thus, no matter the situation, HR recruiters should get out of their way to see which candidate is the right fit for a particular job profile.
6- Do not offer the right package
Irrespective of the size of the company, every HR team is looking for the best talent at minimum cost. And many times, they offer poor compensation, due to which they lose the right candidate.
Are you also making this mistake? If yes, then you need to surely upgrade your strategy.
One of the best ways to solve this problem is by doing good research. Once you are clear with the market rate, then you can think of offering a good amount to the candidate that you believe can be a valuable resource for your company.
7- Having high Expectations
Last but not least, the HR recruiter's mistake is expecting too much too early from the candidates.
Suppose you are evaluating the candidate within a few weeks and expecting that he/she should be fully integrated into the team and should deliver productive results. In that case, you need to show some patience.
A new starter will probably take three months to get familiar with the system and team so that he/she can offer excellent results.
So, your role is to make them feel comfortable, especially on the initial days. You can arrange meetings and ask their teams to do some knowledge transfer so that they better understand the company's vision and objectives.
In a Nutshell
Well! Hiring the right talent is not just about a couple of interviews. HR recruiters have to focus a lot on different aspects to take the right decision.
A single mistake can cause a loss to the company, especially when it comes to hiring resources. So, you need to ensure that you do not make even silly mistakes.
The list of factors that one should consider is endless, but hopefully, the above checklist will help you supercharge your HR career easily.
So, start working on your HR skills and strategies to find the right talent for your company without making any mistakes.
Editor- Divya Verma