10 Worst Hiring Mistakes

If you’re a leader or an HR manager, you know very well that recruitment mistakes can cost the company a lot of money and result in a loss of goodwill. But how to hit the bull’s eye every time you take the important decision? If you wonder, this paper is just for you!

HR Management - 10 Worst Hiring Mistakes

First of all, you should avoid banal, common mistakes that greatly reduce the effectiveness of any HR manager. Carefully examine the following ten mistakes and be ready to identify and eradicate them. 

#1 Inaccurate Description of the Job Vacancy

Try to be precise and honest – most applicants carefully study the information while trying to understand whether they suit or company or not. Pay a little more attention to the content of the job offer, and you’ll save a lot of time, let alone the fact that you’ll get more relevant applicants on the interview.

The job description is much more than just a specification of duties. Be sure to state the goals of your organization and some of its features. Specify what you expect from the future worker. On the other hand, do not overload the text as it may scare away your potential employees.

#2 Underestimation of the Staff

Sometimes the person you are looking for is right in front of you! The advantage of raise or transfer to a new position is obvious – you already know this person along with his strong and weak sides. Such a maneuver will take some time and resources, but it will soon pay off. At least, your employee is aware of the rules and values ​​of your company.

#3 Overstatement of the Interview Value

Virtually any properly psychologically prepared candidate can give everything and even more during the interview. He can make a strong first impression, but, as in the case of the first date, be careful and try to see his true face.

If you feel that a person is ideal for the job, ask him a few questions that he doesn’t expect. In other words, make him a little stressed – that will help you to check whether he is really so good or just well prepared.

#4 Hiring Workers Who are Always Agree with You

We tend to have more confidence in people similar to us in education, culture, thinking, origin, the way of life, etc. Be above it and try to figure out whether the person really fits your company.

#5 Avoid Hiring People Who are Smarter Than You

Bad leaders are always afraid of competition. Steve Jobs said, “A players hire A players; B players hire C players; C players hire D players. It doesn’t take long to get to Z players. This trickle-down effect causes bozo explosions in companies.” That mean a good leader will hire the person who is more qualified than he while a bad manager will subconsciously feel fear to such candidates as they can be a threat to him.

#6 Avoid Hiring Overqualified Workers

These professionals are not for two reasons, and the first one was specified in #5. The second reason is that these people have high demands.

However, they can change the attitude to work of all their colleagues that will have a living example to strive for. This will give impetus to the development of your company. One professional worker costs more than two good employees, but saving on quality will cost you even more!

#7 Waiting for the Perfect Candidate 

The perfect applicant may never come to an interview, and you will lose a lot of time and opportunities searching for him. Therefore, if you still haven’t found a suitable candidate, think about whether it’s possible to educate and instill the necessary skills to one of the applicants you have, and how much time it will take.

#8 Rush

On the other side, the mistake may be very expensive so that you shouldn’t rush. Assign a deadline after which you will have to choose at least a few candidates for the position. If necessary, arrange a few interviews with one person, check his resistance to stress and give him practical tasks.

#9 Overstatement of Recommendations and Feedback

We all know what feedback is often written with the only purpose to help the person. In other words, positive feedback doesn’t mean the person coped with the job well. Probably, he just asked the previous employer for help (or even offered him a discount in exchange for the positive feedback).

CV may contain inaccurate or just wrong information, which is very difficult to verify. So please trust your eyes. If the recommendations say that the person is very active and full of enthusiasm while the interview shows the opposite, there is a reason for taking thought of this inconsistency.

#10 Expecting High Results from a Novice

Let the novice feel comfortable, and acquaint him with the whole team. Sometimes people do not show their best qualities because they feel like a fish out of water. So, first of all, provide the beginner with the necessary working conditions and prepare him psychologically. On average, it takes about three months to see whether he fits the position or not.


Author Bio:
Lucy Adams is an essay writer and an aspiring blogger from https:bestessay4u.co.uk. Lucy almost never refuses to cover intriguing topics so that you can expect a high-quality article from her side. Feel free to start a mutually beneficial collaboration with Lucy and add a few premium posts to your blog for free!

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