Are your hiring managers making any of these 10 dumb mistakes?
Human resources, hiring managers and recruiters are human. On occasion, they make mistakes. Nobody is perfect, right?
The ten most common dumb screening mistakes made by recruiters and hiring managers, as reported in this infographic by Resoomay.
Seventy-nine percent of businesses say they have hired candidates who exaggerated or padded their CVs and résumés. Ignoring overqualified candidates can cause damage to a business, as there will rarely be a perfect match.
Too frequently, recruiters do not ask candidates the right questions during interviews. Most of them ask lightweight and meaningless questions instead, wasting both time of both the candidate and recruiter.
The interview increases the likelihood of finding the perfect candidate by only 2 percent, so it should not be the only part of recruitment.
Recruiters and hiring managers need a clear idea of the soft skills of a potential candidate prior to an interview; things like temperament or personality.
What is the problem with not checking references? One-quarter of all recruiters do not check references. That is probably their biggest mistake.
Effective communication between members of your hiring team is necessary to increase the success of your recruitment efforts.
Simply using the résumé to evaluate a candidate, because of deadlines or a lack of time, will increase turnover rates, replacement costs and cause the company more harm than good.
Job descriptions need to be defined, well written and discuss the job accurately. Vague job descriptions mean more job applicants. That means more unnecessary work for human resources. Recruiters need to be sure they sell the company to the candidate. They need them to be excited and eager for the opportunity to work for your company.
Finding a suitable employee can be a challenge, but human resources departments, hiring managers and recruiters can knock out the competition by avoiding these ten common hiring errors.
The way to handle failure today is critical to future job search success. If you want to achieve, you need to gain confidence and pride—take on challenging goals, develop positive patterns and methods for success.
Handle rejection badly, and you will wind up choosing either extremely easy tasks or unreasonably complicated ones guaranteed to fail. Neither one is good for your job search since one provides little professional challenges, and the other will feed into a false sense of failure.
The first thing is to invest time and effort to make significant accomplishments outside of your job search.
Hiring can be a painful process, especially if it isn’t done right!
The hiring process is often both lengthy and arduous, for human resources, management and the candidates themselves. In companies of every size, business owners are so eager to be hiring the next superstar talent, they end up discouraging other good candidates in the process.
Starting with job postings that do not accurately reflect your company culture, vision or brand; lack of follow-up during the hiring and other missteps, there are so many significant opportunities missed. During the hiring, all members of an organization, from management, human resources and the boardroom to the rank and file employee in the mailroom, your main goal is to put your best foot forward.
If your human resources department has the burden of hiring or screening applicants, there are seven key things you should do, to make hiring as painless as possible:
Write a description of your ideal candidate. As an example, decide on a detail-oriented or a big-picture thinker. To find the right person, it’s essential to know what kind person you’re looking for.
Nail the job description. Give candidates an accurate idea about the job, with the nitty-gritty details of how, where and when employees are be expected to perform.
As the flow of candidate resumes come, conduct initial interviews, makes assessments, and produce a short list of candidates for the hiring managers to evaluate.
To get the most from early interviews, develop a list of pertinent questions to pose to every candidate, as well as the specific answers you want to hear.
Knowing the right time to offer the job; creating a commission structure to deliver the results you want.
Deliver a clear and smart training plan for all new hires, extending through the crucial first 90 days of employment.
Stay involved by staying in regular contact, to coach the new hire through their first six-month employment period.
Losing a job is stressful; an unexpected layoff can be devastating. Seven tips for making the most of your post-layoff job search.
In today’s economy, layoffs have become a fact of life. There is no such thing as an indispensable employee. Improved unemployment numbers aside, the possibility of losing your job and beginning a new job search is always present.
If you have a plan, it can make living with an unexpected job loss a whole less stressful. Few people genuinely prepare for unemployment, and they end up working double time to pick up the pieces of their lives.
After a layoff, the first thing to do is take control of the situation. It is the only real way to get back on track for your career.
A layoff shouldn’t keep you down. Seven ways to jumpstart your job search after a layoff: