Mistakes HR people make while hiring
The pressure is always ON for any recruiter, to fill a vacant seat in their company. During the peak season when there is an influx of a number of candidates leaving and many positions opening up, the pressure on the hiring manager is humongous to close all the positions fast.
The real pain is the consequences of hiring a wrong candidate because of pressure and negligence. Statistically, the average cost of hiring a wrong candidate is almost 30% of the annual income of the same position.
Below are a few mistakes that HR naively make while or before hiring:
- Not being diverse in search: While searching for a bunch of candidates for further rounds, you need to widen your search parameters. You cannot just rely on a pre-determined type of candidate rather you need to look out for some diversity in technology, skills, knowledge, etc. This will not only bring more applications but also create a richer pool of resources.
- Omitting telephonic rounds: This is the key to utilize your time efficiently. Rather than calling applicants directly for a face-to-face interview and examining them for basic requirements like communication proficiency and wasting your time (if not qualified), you can conduct a pre-interview process well known as telephonic round for easy and quick judgments.
- Lack of planning: “It’s all in the prep” – This adage fits best when hiring. It all starts with the preparation of the job description. You must be aware of the position that you are hiring for. Sit with the hiring manager, discuss well the job description rather than taking it from the internet directly. This helps in attracting the right kind of candidates with specific profiles you want rather than going through an avalanche of resumes. Try to communicate the number of rounds remaining in the interview process and most importantly, make sure that the tests you are preparing for the candidate are up to date with the current market and technology.
- Failing to showcase culture: One of the major mistakes is forgetting to share benefits, perks, cultural activities, etc. It often happens that employees spend more hours at the office than at home and HRs should ensure to make the workplace comfortable. Subtle gestures like putting up pictures of the latest news and activity in the reception area show how involved the company is in the welfare of their candidates.
- Subtle cues in the reception area: Reception area is your make or break place. Similar to how HRs and hiring managers decide which candidate to hire, candidates too might have options before joining a particular company over others. Apart from job responsibilities and salary, what is it that makes a candidate join a particular company? The subtle cues that they infer from the company, e.g. how well behaved is the staff, cleanliness, ambience, brightness of the light, awards on display, general mood of the people, etc.
Hiring is much more than just filling a position in the company. It is also about brand and image building. Take your time to make hiring a good experience for everyone. Good news is that HRMS solutions are greatly helping human resource professionals to save a great deal of their time and efforts which they often spend on mundane HR related functions thus, leaving them with more time at hand to focus on recruiting.
To know how Pocket HRMS can help transform your HR department into a recruiting ninja, write to us at firstname.lastname@example.org for a free demo.