Are you making some of these hiring mistakes when looking for new talent?
Working in hiring and HR requires you perform a myriad of tasks to meet one objective: hiring the best. Finding the right person requires a heavy investment in sourcing, pre-screening, interviewing, and onboarding.
Due to the fact that hiring is a very involved process, even seasoned veterans can make mistakes. The following are five of the most common mistakes recruiters and hiring managers make, and how you can avoid them!
Hiring Candidates with Misrepresented Resumes
An overwhelming amount of candidates fib to some degree on their resume. A poll of business owners showed that 79% of them had hired a candidate whose skillset did not match what was advertised. So how can HR managers filter legitimate candidates from exaggerated ones? Assessments and screening tests are the easiest and most effective way to verify traits such as:
- Competencies
- Work-style
- Integrity
Asking the Wrong Question
Many HR professionals would argue that asking questions is their favourite part of the job. Problems arise when they get too carried away, dragging interviews past its scheduled wrap up time. Hiring thought leaders recommend a maximum of six questions during the initial interview.
Pre-screening tools such as Workstyle & Perfromance Profile generates personalized interview questions based on the participants assessment results.
Interviewing the Wrong Personality Types
Phone interviews only provide a limited amount of insight into the candidate. When they arrive in the office and shake hands is the moment when seasoned HR managers know they made a mistake or not.
Video interviews are an effective solution in getting a better “read” on people during the pre-screening process. It can also be used further into the interview processes to save on travel costs if the candidate is based elsewhere from your business.
Not Checking References
17% of employees surveyed out of 1,000 companies have admitted using phony references while applying for jobs. As such, HR managers need to do a bit of snooping on platform such as LinkedIn for references.
Disregarding Overqualified Candidates
Overqualified candidates are usually overlooked for a number of reasons, such as fear they will ask for a higher salary, lack of engagement due to the role, and potential for turnover.
However, overqualified candidates bring the to the table several benefits, including ease of management, strong leadership, accepting of new challenges, and self-sufficiency.
With these tips, you can be sure to identify candidates who will become one of your top performers who contribute to your company’s vision and success!
