Writer: Sifat
Ahmed.
Session: 2019-20, Department of Human Resource Management, University of
Chittagong
To err is human. Everyone makes mistakes. It is quite normal to make any mistake as a human being. However, when any HR, while recruiting, makes an error, it can have ripple effects throughout the entire company. That is why HR should always be aware of mistakes and try to overcome them. Here are some common recruitment mistakes and the ways out.
Mistake 01: Not creating accurate Job
Descriptions.
Solution: Describe the job accurately and honestly in
your advertisement. A recruiter can create a standard Job Description for every
single position when he circulates the recruitment circular. Try to review a
role’s responsibilities before posting job descriptions.
Mistake 02: Relying too much on the
interview.
Solution:
Try to check out the candidate’s background & other activities along with
the interview rather than relying too much on the interview. Also, candidates
should be examined practically by letting them work in the organization for a
probationary period to be confirmed.
Mistake 03: Insufficient Interview
Duration
Solution:
It is obvious to allow ample time for a candidate during an interview so that
he can showcase his skills and prove his eligibility. In this process,
employers can also examine the candidate with scrutiny.
Mistake 04: Not doing proper research
about candidates
Solution:
Research candidates on LinkedIn and other social media like Facebook, it helps to
know more about the candidate.
Mistake 05: Hiring less qualified.
Solution: If you think the applicant is less qualified for your job then inform him/her of that. In addition, suggest to them what they should improve to be qualified & encourage them to try again and connect with you in the future if you think the less qualified applicant has the potential & is a quick learner then you can take a chance if other options aren’t available.
Mistake 06: Rejecting overqualified.
Solution: Rejecting overqualified always puts a bad impression. Instead of rejection, you can offer him/her a better post you think is suitable for the applicant. Alternatively, you can discuss the facts with the applicant directly that he/she is overqualified for the job, if they are still interested to join then ask them why. Moreover, you will be able to come to any conclusion.
Mistake 07: Waiting for the perfect
candidate.
Solution:
Not necessary that you’ll get the perfect candidate every time for every post.
Try to manage overqualified or less qualified with the potential of quick
learning for your job rather than waiting for too long.
Mistake 08: Improper Orientation
Solution:
It is important to arrange an orientation that makes recruits comfortable and
provides clear information about the organization, its policies, work culture,
working environment and chain of command.
Mistake 09: Expecting too much, too soon
from a new recruit.
Solution:
Do not expect too much from a newcomer. Remember the term NEW & what does
it mean. And try to make a comfortable learning work environment so that the
new person can learn everything quickly & perfectly.
Mistake 10: Not Using the Right Source
Solution: Posting openings on your website is great, but it works best if you are a well-known brand and have good traffic. You will need other sites to send traffic to your websites and your social media pages. Use a talent acquisition platform or an ATS to track the best-performing recruitment channels for your openings and post your ads where you know they work.
