The pressure of getting a seat filled is always on. The hiring manager is calling you daily, the coworkers taking up the slack are at breaking point, and you just want to get it done. But finding the incorrect candidate is worse than finding none, it means having to start over again in a few months. Mistakes will prove pricey for any company, and particularly for any company’s HR department. Not only can bad hire damage your reputation, but your business will end up taking a serious financial hit, so here are top key practices to help you do just that.
Technology and Automation
Modern world is built on Technology. No matter what the job is technology and automation are anyway a part of it. Any candidate who has difficulty with the hiring process that includes advance methods like video interview, email conversations etc. will definitely have performance issues if hired.
Pre-hiring assessments can be a little scary for few recruiters, who may worry that an extreme screening process will turn away candidates early on in the whole interviewing process. Just remember that all candidates take great measures to present themselves as positively as possible, so exercising measurable assessments is a highly efficient and effective way to determine how much of that image is just illusory.
In 2014, the Aberdeen Group released a survey report which summarized the impact of pre-hire assessments, stating that 55% of companies who used pre-hiring assessment tests linked candidate’s performance level to these assessment results. These can range from skills tests, which are a great way to check a candidate’s aptitude or even there personality. Regardless of their specific focus, these add an extra layer of review to filtrate unsuitable candidates.
Making decisions without sufficient data
There are two ways in which knowledge is hidden throughout the recruitment process. The first comes from the avalanche of candidate most organizations typically receive. Traditionally, and still these days, many HR and hiring professionals find candidates from enormous stack of resumes. There is enormous amount of data to review and few might not even be eligible to consider. Pre-screening tools can help to quickly filter the pool of available candidates by eliminating those who do not meet minimum skills and job requirements.
How many hiring managers create the job description, post it, then expect for the talent to return to them? Do you think you’re getting the best talent when you do this? Just imagine If you’re dating do you present yourself on the walkaway and expect for the love of your life to appear? Then why do we think the job description is going to attract the “best” person for the job? The “best” talent is already happily employed and most likely isn’t even looking for a job or may be busy enough not to see you employment advertisement.
Skipping the Phone Interview
Pre-interviews, like a 10-minute phone call, are a key to optimize your time. The resume appears to be nice, but can’t always tell you critical information. It may indicate that the candidate has “excellent communication skills” for a Customer Support position, but only a telephonic interview can assure if it’s true. The need for a bilingual candidate can solely be verified by phone. Some candidates won’t embrace crucial data, like salary history, unless they get a phone call; others might no longer be available or interested. While the telephonic interview could also be a step candidates don’t like, it’s immensely useful for recruiters attempting to optimize the particular face to face interview time spent on each hire.
Hazy Job Descriptions
One of the most costly hiring mistakes is not being clear of whom you want to hire or the qualities or skill set you are looking in a candidate. Always ask these questions before drafting the detailed job description.
What key responsibilities does one expect this person to require on?
What deliverable’s will this person need to produce?
What skill sets must he or she have?
What expertise set should they need to achieve success during this role?
Minimum education qualification? (If needed)
What character and personality traits or temperament can they have to powerful, long run fit?
When you begin this way, then and solely then are you able to begin to craft the correct accomplishment strategy, prepare interview queries, and then begin to speak with candidates about the position.
Using few or all of the above strategies allows you to spot a bad hire miles away. These unorthodox interview methods ensure risk free and efficient hiring process. It helps filter Candidates who cannot follow directions during the interview process.
Lastly, these methods allow candidates to present themselves in a more creative and spontaneous way. You get all the information about the candidate like communication skills, personality and also the technical prowess even before letting him or her enter into your office, which will definitely save a lot of time and reduce chances of making a bad hire!