Mistakes in the hiring process can be costly, with the average time to fill a new position taking two months and costing nearly $4,000 per new employee.
If you end up failing to hire the right candidate for the job, you have the potential of downgrading your business reputation and taking valuable time away from improving your existing workplace culture.
If you are experiencing recruitment problems, then we are here to help.
We’ve compiled a shortlist of the most common mistakes that employers make during the hiring process. We want to help you identify any problems you are experiencing so that you can work to fix them as soon as possible.
Read on to find out more about how you can identify and fix the most common employee recruitment mistakes ahead.
1. Don’t Rush the Process
When pouring over options for candidates, a common hiring mistake is thinking that you need a new employee when you don’t. Instead, it would help if you took the time to understand why you are hiring a new employee well before collecting resumes.
Ask yourself if the work can be divided up among existing employees or outsourced temporarily. Maybe you could work to streamline an internal process to be more efficient.
2. Create a Clear Job Advertisement
If you know why you are hiring a new employee, you can better create effective job descriptions. However, if the job description is vague or cannot accurately describe the company’s vision and goals, you will fail to attract top talent.
Don’t be afraid to talk to other employees to find out more about what characteristics and skills they find important to the job. Then, the right job description will attract the right talent.
3. Don’t Avoid Validation and Background Checks
An important strategy for interviewing potential employees is to verify the candidate beforehand. If you can confirm an employee’s identification, background, and work history, you are one step closer to getting them an interview they deserve.
Hiring a recruitment agency can provide you with an invaluable resource in conducting this information before you decide to interview.
4. Post Your Job Ad in the Right Place
If you are not placing your job advertisement in the right place, your employee recruitment strategy will suffer. It can be tricky to find the right balance between stretching too far for candidates or not stretching far enough.
A terrible job description posted on every job board on the internet will result in a flood of unqualified resumes to sort through. Only relying on word-of-mouth, local advertising, or a poor internet job board will leave you without enough talent to analyze.
5. Have a Process, Don’t Go By Feel
You want to eliminate your personal opinions and emotional instincts as much as possible when hiring a new employee. For example, if they pass the necessary background check and have education and experience but were having a bad day when you contacted them on the phone, don’t hold that against them.
Don’t be afraid to implement software solutions in helping you sort through potential employees. For example, HR software can help identify keywords in an applicant’s resume, ensuring they have the proper skills and work history before you even touch their resume.
6. Not Recruiting From Within
Failing to look at a potential candidate for a job opening within your company can be a costly mistake, too. It makes sense from not only an economic point of view but from a loyalty and employee satisfaction point of view, too.
They are already familiar with your company and will appreciate being considered for a new job position.
Avoid Common Employee Recruitment Mistakes and Hire Top Talent
Hire your next employee with more confidence by implementing the tips we provided to you above. It is better to take your time in identifying employee recruitment mistakes now – than having to pay for costly mistakes later on.
With an improved hiring process, you can retain top talent and focus on your company’s internal culture by improving existing employee performance and hiring from within.
Don’t forget to read more helpful articles about human resources on our blog.
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