5 Hiring Traps That Can Sabotage Your Entire Recruitment Process

Avoid these hiring traps and you will be on your way to building a productive workforce.

Recruiters receive truckloads of resumes to scan every day, and that can add immense frustration to the beginning of any job recruitment cycle. Given that business processes directly depend on the quality of hires, there is no room to bring people on board who don’t deliver on day one.

It’s therefore critical to make sure that as a recruiter you select the most qualified candidates for a requisition, and then properly evaluate which of them would be perfect for the job. According to the Harvard Business Review, 80 percent of employee turnover is due to bad hiring decisions. Recognizing the most common hiring pitfalls before they result in bad hires is key, so make sure you avoid the following hiring traps and you will create a strong and productive workforce.

1. Not Pre-Screening Your Candidates

Pre-screening your candidates before the actual in-person interview takes place is one of the most important phases of hiring. It can save you a significant amount of time, not to mention help you avoid making bad hiring decisions. You need to make sure that the candidates you are considering for a job position have actually provided you with accurate information regarding their education, degrees, and work experience.

Five Strategies to Making the Right Hire
In today’s war for talent, many organizations are highly focused on matching a candidate’s skillset, education and professional background to the role they are looking to fill. Hiring managers want an executive who has been in a similar situation as their company.

This is why you should conduct background checks and verify all the information about candidates before you actually make that first phone call to schedule a job interview.

Once past the background check, phone interviews are the next essential step in the pre-screening process. Spend 20 to 30 minutes talking to prospective hires to help narrow down your long list of candidates. This will assist in eliminating candidates who may not have the right skills you need. It also will help you build a stronger candidate pool.

Phone interviews also provide an important window in on the candidates’ expectations and whether or not they will fit with your team and company culture. If you make sure that there is congruity in the company, you will greatly contribute to its success. And that all comes down to the people you hire.

2. Not Preparing the Hiring Questionnaire

It is absolutely vital that you carefully prepare for the coming interviews with the candidates that you select. Failing to plan at this stage means you’re actually planning to fail. Just as candidates need to prepare adequately for their job interviews, you, too, need to prepare all the questions that you are going to ask in order to make sure that those questions will properly assess all their attributes and qualifications.

One technique is to meet with everyone involved in the recruitment process at your company and discuss the interview questions. This allows for a number of points of view to enter in on the conversation.

3. Not Having an Idea about the Position

If you don’t have a clear and specific idea about what exactly you are looking for when it comes to a particular job position, it will be very difficult to find the right candidate to fill the role. If you don’t quite have an idea of all the skills, duties, and competencies that the position requires, how are you going to find someone who will be able to do the job properly? So take the time, up front, to think through the job, its specifications and your own expectations.

4. Not Setting Realistic Expectations

Not being realistic when it comes to a job position you are trying to fill can lead to an endless search for the ideal candidate and result in wasted time and money. Every recruiter wants to find just the right person for the job. But searching forever for the proverbial needle in a haystack can easily turn into the search for a unicorn that simply isn’t real. It is almost impossible to find perfection, especially when it comes to people, so be sure to set realistic expectations. Be flexible and focus on finding someone who will truly contribute to the success of your company, instead of focusing on the imaginary ideal candidate who is likely nowhere to be found.

This Recruiter’s Top Five Secrets for Landing Candidates
With the high demand for quality talent rising, candidates are in the driver’s seat in today’s job market. This means that companies, and the recruiters representing them, must move quickly when they find the right hire. Fred Medero, a managing partner at Kincannon & Reed, offers up some strategies.

5. Not Testing Your Candidates 

Testing your job candidates is absolutely crucial. Failing to create a test and test them in advance will prevent you from assessing their skills properly and evaluating which ones are really the employees that you actually need.

This is why it is of utmost importance that you create a quiz that will evaluate the performance of your candidates regarding the tasks that they will be responsible for. This will help to uncover whether or not they actually have the skills that the job requires. You should use a reliable tool to create a quiz that will provide you with insightful reports and analytics and help you choose the best employees who will truly contribute to the success of your organization.

Parting Thoughts 

More often than not, the initial screening process will filter the candidates suitable for the job and this will save precious time and money. Conducting psychometric assessments is another promising method to introduce into your hiring cycle, as this can reveal whether the hire would add long-term value to the organization. Last, but not the least, avoiding these five hiring traps will help you create a strong team of employees who will all work together towards a productive, profitable and successful organization. 

Andrew W. Mitchell, Managing Editor

Contributed by Angela White, an ed-tech enthusiast with a passion for writing for the consumer market in the areas of product research and marketing using quizzes and surveys. Angela is a researcher at ProProfs, a brand that’s known for creating smart tools such as Quiz Maker.

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