Five Most Common Hiring Mistakes

1
Five Most Common Hiring Mistakes
2
There is a long list of hiring mistakes that are
common in selecting talent. We have listed five
of them that we see as most common. Avoid these
common hiring mistakes and streamline your
Candidate Assessment Strategy USA to find the
best candidates for your business.
3
Lack of Preparation
Often hiring managers are trying to meet an
immediate need within the business. For example,
filling a key position that someone has just
vacated. Not spending sufficient time in
preparation for the recruitment and selection
process will usually end up in a hiring mistake.
4
It takes time to update the job description, plan
the talent assessment strategy and plan the
hiring interview. Skipping any of these critical
tasks will increase hiring mistakes. Proper
preparation is essential.
5
Deficient Job Descriptions
Having a deficient job description is a critical
mistake. A job description should explain the
role, responsibilities, and qualifications needed
to perform the job. It should be comprehensive so
that it is clear which candidates fit your
requirements.
6
Highlight the most important competencies, skills
and knowledge. For example, if knowledge of a
certain software program is essential, include
that in the job description. When writing your
job description, use common keywords to describe
the position. This will make it easier for the
right candidates to find your job on search
engines like LinkedIn and Indeed.
7
Using deficient job descriptions will attract the
wrong candidates. To avoid sorting through dozens
of unqualified applicants, use clear language in
the job description. Define your ideal candidate
so that the applicants can understand what youre
looking for. Job descriptions are also a
reflection of your employer brand.
8
Candidates need to understand your companys
values and culture. Writing comprehensive job
descriptions is the foundation of an effective
recruitment marketing strategy. It will help you
find more qualified applicants who match or fit
your companys values and the job.
9
Not Using Talent Assessment Technologies
If talent assessment technology is not a part of
your hiring process, it should be. Talent
assessment technology will help you narrow the
talent pool by identifying the more qualified
candidates.
10
Talent assessment technologies are used for
hiring new employees, evaluating current
employees for different roles, identifying
employees with high leadership potential,
comparing talents against established job fit
benchmarks, and to create individual development
plans based on an employees strengths and skill
gaps.
11
Employers often use the following methods of
talent assessment Structured interviews, Work
simulations, Problem-solving tests, Personality
tests, Unstructured interviews, and
Assessment/Reviews of Education. These
technologies can also help you assess manager fit
and team fit.
12
Not Using Structured Interviews
Interviewing is a fundamental step in the hiring
process, but many employers fail to make the most
of their interviews. A structured interview is a
conversation where an interviewer asks an
interviewee specific questions in a standardized
order.
13
The interviewer collects the responses of the
candidate and evaluates them against a scoring
system. Asking the same questions in the same
order helps interviewers collect similar types of
information from each candidate. A structured
interview is more consistent and less prone to
errors.
14
The structured interview experience is more
effective as questions are formulated in advance
to collect the most important and relevant
information. The interview is less likely to be
biased if interviewers work from a script.
Interview responses are easier to compare. Hiring
managers need to learn how to conduct structured,
scorable interviews to avoid hiring mistakes.
15
Rushing the Process
Rushing the hiring process is one the most common
hiring mistakes. While everyone wants a short
time to fill, it is more important to have all
the necessary information to make a good hiring
decision. Rushing the hiring process will
increase the probability of making a mistake.
16
Hire Smart or Manage Tough
In hiring, you will either spend more time on the
front side planning your recruitment and
selection process, or you will spend more time on
the back side coaching, disciplining, monitoring
and supervising.
17
And if it you make a hiring mistake, you will
have to repeat the entire recruitment and
selection process. Avoid the most common hiring
mistakes listed above and streamline your
Candidate Assessment Strategy USA to find the
best candidates for your business.
18
(No Transcript)