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How to hire the right employee – are you making these mistakes?
Employers must hire enough staff to ensure the smooth operation of the business. But how do you select the right candidate for a position, mainly when there are too many candidates available to interview. In fact, the internal hiring process is rather a difficult matter for all employers.
If a mistake is made during the recruiting stage, the company can face negative consequences of having the wrong sort of employee mix, and maybe some legal issues to boot. It is essential recruiter to recognize and avoid the common mistakes that are made during an interview.
Some employers want all their employees to be alike or just like them, with the same sort of strengths and weaknesses. But in that case, there will be no diversity in their teams and the weaknesses of work culture won’t be rectified by someone who has better work strengths. The recruiter should be impersonal in attitude and consider only the qualities that will suit the company or department’s open position. Temp services provided by the staffing agencies are more impartial in hiring the best candidates for their client companies.
Many employers show a preference for a specific educational institution and like to hire graduates from these organizations without properly checking their personal capabilities, which can prove to be a serious mistake. Moreover, the recruiter should not hold any positive or negative notion about a candidate, based on first appearance; since many people can turn out to be valuable assets for their companies, regardless of appearance. These decisions could also lead to serious EEOC and legal ramifications.
The recruiter should set up a questionnaire that will test the exact capabilities of the candidates and their suitability for the open positions. A pre-structured interview will find out the hidden qualities of every candidate, so that the best one can be hired. The services offered by staffing agencies – screening, references, and all-inclusive interview processes – are highly efficient for discovering the most competent employees for their clients.
The recruiter should find out if the candidates have undergone extra training or completed courses, gained licenses or certifications to acquire the skills they will need to fulfill the required job skill set. If the necessary skills are missing, even post-recruitment training cannot help the new employee learn everything he needs to do. Calling past employers to verify stated skills is also important.
It is the duty of the recruiter to let the candidates know in detail about their probable job duties in their company. The work culture and the salary structure should also be discussed with the candidates so that the applicant can have the option of backing out at that time if he finds the job not suitable for him. That will save a lot of grief and extra effort if that person later discovers the job and his skills don’t match or wasn’t what he expected.
“Funny thing, employment. If you keep doing it, you keep getting paid.”
― N.K. Jemisin, The Kingdom of Gods