Hiring is a complex task with great importance for your company’s growth. But a few mistakes can lead your company to a great crisis. So, today we will discuss 5 of the most common employee recruitment mistakes that you must avoid.
It is highly important to find candidates who can bring changes to your organisation. But this work is both difficult and resource-intensive, with no guarantee that you will succeed.
So, if you want to become successful in hiring people, you must know the possible sources of error when recruiting. And you should also know how to avoid them to keep your company safe.
Remember, when you hire someone, you take on a far more financial obligation than the obvious wage costs. Therefore, if you make wrong recruitment, your company’s goodwill is at stake.
You may ask why? Because wrong hiring is one of the most expensive things, you do as a hiring manager. And it happens when your employee turns out to be worse than expected. It can be because of their incompetence or possibly of quitting too soon, especially after receiving training.
5 Common Employee Recruitment Mistakes
Though there are countless employee recruitment mistakes, we are going to address the most obvious. Most interestingly, these are the mistakes your HR managers often end up with and hire the wrong people.
1. Hasty Recruitment
Lack of time is most likely the root of most misconduct. A thorough recruitment process can take a long time. And it becomes very challenging when you see that the tasks that go under the position continue to accumulate.
Still, it is seldom a good idea to rush a hiring process because you run the risk of making a hasty decision. As a result, you may end up with an employee who does not meet your expectations for skills, corporate culture or commitment.
If you spend too little time on the hiring process, it often results in sloppy and inaccurate work with the preparation of job requirements, interviews, and selection.
Poor groundwork can trigger some consequential errors that can lead to hiring the wrong person simply because you do not know who you are looking for.
2. Lack of Proper Job Analysis
One of the most common employee recruitment mistakes is the lack of thorough job analysis. It happens when you don’t know what you are looking for. And it is linked to an unrealistic or imprecise job description, making it difficult for you to assess which candidates are most qualified for the job.
Therefore, it is advisable to start the recruitment process by preparing a clear job description. But for that, you need a proper job analysis. But what is job analysis particularly?
The job analysis is a systematic collection and analysis of information about the actual job. The analysis will give you an in-depth idea of the roles and responsibilities of the position. And it will help you understand the future tasks, responsibilities, collaborative relationships and necessary skills for the competence and the personal qualities of the position holder.
After completing the job analysis and listing the requirements, you have a clear picture of what to look for. On the other hand, you can also give the candidates a clear picture of their position.
Eventually, it is for sure that only eligible and confident candidates will apply. And it will also help you make the right decision to recruit the right person.
3. Not Testing Formal Competency
Some jobs require specialised skills, and it isn’t easy to find. Moreover, this is one of the most common employee recruitment mistakes your HR department makes.
Specialised jobs have key roles in the company, and they must have the necessary expertise. Having skilled people in place is very important for a better functioning business.
For an e-Commerce company, digital marketers play a very important role since most sales come from digital campaigns. So, let’s take a digital marketer as an example. It is a kind of role that needs some specific skills related to social media, Google Ads and SEO. So, to ensure that you have to find candidates who meet the formal competence.
You need to test their abilities and skills accordingly to map the candidates better. It wouldn’t be right to give that person code or do some copywriting tests. But it happens in most job exams. Even most skill-based job exams come with general knowledge tests that have no use in that position.
Therefore, to avoid this employee recruitment mistake, you must test a person’s formal competency more than the general world knowledge.
4. Underestimate Corporate Culture
Overfocusing on formal competency is one of the most serious employee recruitment mistakes you must avoid making your company successful in the long run.
We need to know that personal qualities are just as important as formal competence for a job to be successful. It does not mean that we can only meet the requirements for competence by following corporate culture. But in our experience, it is easier to give the right candidates skill training than to change their personalities.
You also need to know that the community around values, behaviour and organisation means a lot for the well-being and efficiency in the workplace. So, a perfect resume is of little value if an employee quits after six months.
It will be even worse if you hire a person who cannot adapt to other colleagues in the form of collaborations. If your newly hired employees cannot sync themselves into the working group in terms of working style, humour, cooperation, helpfulness, and willingness, the consequence can be poor. It can reduce the commitment, lower productivity and increase turnover among other staff.
Therefore, you must hire someone who is better in both informal and personal competency.
5. Inexperienced Recruiters
Recruitment is a complex process and a separate subject where experience and method are fundamental to success. Therefore, it is no wonder that the risk of failure is greater for unskilled than people who have worked with this their entire career.
Therefore, setting up an inexperienced recruiter is one of the most common employee recruitment mistakes businesses often conduct.
There are many questions that should be asked, and they will be different depending on the type of position and company. So, the most important thing is that they are asked and answered.
In most cases, recruiters do not have enough experience. And whoever is taking exams and interviews, do not ask the right questions.
They look pretty tough, aren’t they? Yes, it is really tough to deal with these mistakes.
So, how do you avoid all these employee recruitment mistakes?
Adapt to Technology Solutions
The world has come so far that most of the work is done by robots in big factories. But the question is, can technology help in recruiting the right people?
Of course. From job posts to resume shortlisting, from candidate analysis to onboarding, technology can help you with almost everything.
If you have an HR solution or employee recruitment software, you can avoid all those five common employee recruitment mistakes. But to solve your all problems, you have to make sure your HR software has all the necessary recruitment features.
Now the question is, how would you prevent these mistakes with software?
The software can analyse the data from the existing resumes with an advanced filtering process. So, it can help you hire people in a rush more efficiently. An intelligent HR solution can also help you conduct all the competency tests for a better outcome.
In addition, HR solutions can analyse the data more efficiently than an experienced recruiter. So, it reduces the dependency on a professional recruiter.
In short, your most important job as a leader is to make sure you have the right people in place. And you can do that through the hiring process, even though it is one of the most difficult tasks. To ensure effective hiring, you must avoid the common employee recruitment mistakes discussed above. However, an HR solution can solve your problem and help you succeed in recruitment for the next time.
