An employer’s handbook to Hiring- The Don’ts.

Hiring - Common mistakes to avoid

According to Career Builder, “75 per cent of employers have reported hiring the wrong person for a position”. Out of the companies that had hired the wrong person, one bad hire cost them around $17,000 on average. And that’s not a small amount.

Here are the most important Hiring mistakes than an employer should avoid at all costs-

Undefined Hiring structure

The biggest that any employer can make while hiring, is to not have a pre-defined structure for the hiring process. For hiring a deserving and efficient candidate, the hiring process also needs to be equally potent. It is very important to lay down a proper plan as to what will happen when.

You decide well in advance the dates and duration of the various recruitment steps- application forms, aptitude tests (if any), interviews etc.

Inaccurate Job Descriptions

The job description should be as precise and factually accurate as possible. Make sure it covers all the day-to-day responsibilities of the candidate as well as the job requirements. Make sure the job description is direct and straightforward as possible. Making the job description fancy and vague will attract candidates who are not very serious about the work.

Learn how to write the perfect job description

Dismissing Internal Sources of Hiring

The best-suited candidate for a position, sometimes, could be right in front of us, already employed in the company. The second most common mistake that employers make while hiring is not considering present employees.

Recruiting from within the organisation has tonnes of benefits- boosted employee morale, lower turnover ratios, improved efficiency, cost-effectiveness, less time wastage, and lesser complications of on-boarding.

Looking for textbook Perfection

While the fact remains that we all want nothing but the best for our organisations. But having said that, one common mistake that all employers commit is to have a holier-than-thou, flawless, and completely ideal image of the perfect candidate in mind (all throughout the hiring process). It is very important to understand, that more often than not, our brains trick us into being biased towards very idealistic expectations from the candidate. These expectations, again, more often than not, are too far from reality. Experts have termed these flawless prototypes as purple squirrels An employer needs to have an open mind and a reality check both, before beginning the hiring process.

The importance of an Onboarding process.

Another mistake that companies tend to do while hiring is completely overlooking onboarding.  Most of the companies lose 25% of all new employees within a year, as quoted by Allied Workforce Mobility Survey 

The relevance of onboarding for the employee and employer is imperative. Organisations with a standardised onboarding process not only promote and host a healthy work environment but also have a lower employee turnover ratio. 

Find out about how to digital onboard of new hires

Not taking the candidate’s feedback post-hiring process

Unlike the common notion, feedback (about the hiring process) from the candidates, is not always negative. On the contrary, such feedback is the only sure-shot way of getting first-hand constructive suggestions, advice and shortcomings of your hiring process. In these uncertain and pressing times, rigidity can single-handedly prove to be the biggest threat to any business. Taking feedback and accepting shortcomings is the way to deal with it.

Conclusively,

Any organisation is as good and bad as the people who work there. Consequently, for the organisation to be successful, it is most important that the people working in the organisation see eye to eye with the collective fulfilment of organisational goals and objectives.

Planning a fool-proof hiring process and avoiding any possible mistakes is the key to choosing the right employees.

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