Recruiters seem to have the easiest jobs in the world. After all, all they need to do is go through resumes and pick who they like, right? Wrong! And if you follow this criterion as a hiring manager then you are in for a rude shock. And the last thing you want to make is a mistake in your hiring process.
While there is no specific way to guarantee no mistakes in your hiring process, there are definitely some costly mistakes you can avoid by doing this a little differently.
The Test-Gorilla screening tests are a great way to help to make the right choices and identify the best candidates who are skilled in organizing data and drawing insights from them using Microsoft Excel.
Here are some of the most common mistakes recruiters make in their processes:
The Job Description
This is where it all begins and if this step is not done right then chances of not getting the candidates you want are more than massive. The rule of thumb is simple; you create an inaccurate job description; you get the wrong applications and candidates.
The very first thing you want to do is pay attention to your advertisement and make sure you create the right or rather accurate job description. Be authentic and professional. It is not just about a list of tasks and duties. A good job description clearly and concisely describes the role, the purpose, and highlights key responsibilities.
While you don’t want to oversell the position and mislead the potential candidates, you also want to make sure you clearly state your expectation. Failure to create accurate job descriptions will lead to attracting the wrong candidates. You are less likely to get applications from the right candidates with the right abilities and qualities.
Recruit from Within
Most times, recruiters fail to look within and jump straight to looking outside. Sometimes the professional you are looking for could be right under your nose. It still makes complete sense to find candidates and fill different positions internally.
You not only get the perfect fit for the post but also get to save time and cut the cost of advertising. Also, an existing employee is better because they are already familiar with the company and how things are run. They would require much time and resources to learn how things are done in the office. Instead, you get right into the most important aspect, business.
Wasting Time on Interviews
While interviews are the most known traditional way and crucial process of hiring, experts suggest you don’t rely too much on them. Of course, conducting an interview is an important step you can’t skip. Wasting hours on it, however, is not important.
It is also not a guaranteed way of getting the best employee. After all, it is easier for a candidate to do everything they can to convince you even when they are not most suitable. There are other reliable and convenient ways to hire the best candidate. Test-Gorilla and referrals are just but a few of those ways. Through testing and getting reviews, you get to know their real capabilities and what they can do for your company.
Rejecting Overqualified Candidates
Some managers want to look better than all their employees, which is one of the worst mistakes you can ever do. If you like hiring people who are less qualified than you, just to keep the glory, then that is probably one of the reasons your company is not growing.
One American entrepreneur said, “A players, only hire A+ players”. What you should be focusing on is what they are bringing to the table, what value they have, and how they will impact the growth and development of the company. Confidence, talent, abilities, and smartness are what you should be looking for.
Rushing or Waiting
The pressure to onboard a new candidate to get work started in the office is real. However, the last thing you want to be a part of your hiring process is rushing the hire. You want to take your time to think. First know your requirements, what exactly you are looking for and what your expectations are.
Think about the costs, time, and resources you will incur by hiring and training new staff. Take your time with the interviews and even interview twice if necessary. If you have the time and resources, it wouldn’t hurt to go the extra mile to arrange for a freelance contractor.
Okay, taking your time is great but you also don’t want to wait forever; time is money. You might have a picture of the perfect candidate you want and even the tiniest of details you expect, but you should also know there is not a perfect candidate. Don’t wait until you jeopardize your team’s productivity.