Tag Archives: hiring mistakes

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Avoid These 3 Hiring Mistakes

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where-interviewingFind your top talent quickly and efficiently by avoiding these hiring mistakes that could take months of time and effort to fix.

1. Not involving the department in the interview process.

The department a new employee will be working in has unique insight into the position. The manager will understand how the employee will work, the reporting process, collaboration tools, and overall work culture. The other employees in the department will know how communication works and will be the people that new employee work most closely with.

Allow an employee from the department to meet your potential candidates to gauge whether he or she would be a good fit for the group and the position. You can also ask the employee to show a candidate around or introduce the department and answer some questions.

Make sure to involve some staff members from the department you are hiring for when screening or interviewing candidates. Ask them to give their feedback on how well the candidate would do in the position and add their insight to your own in order to avoid hiring mistakes.

2. Not being thorough with reference checks.

Work references provide a glimpse into what your potential employee is like in the office. Perform detailed reference checks with multiple sources in order to get a clear picture of the candidate before hiring him or her. Be sure to ask the right questions when you contact employee references and pay close attention to both their answers and the way they answer. Some potential questions include;

  • If the candidate was applying for the same position at your company, would you welcome him/her back?
  • What do you feel is the candidate’s greatest potential?
  • Is there anything that might hinder the candidate from being successful in the position?

3. Taking too long to make an offer.

Try to expedite the decision making process to avoid losing a great hire. The longer you make a candidate wait for an answer, the more likely he or she is to take a different job offer. Even if the interview process will take some time, inform your top candidates that they are on your list of finalists and give them a realistic schedule of when to expect your decision. Once you’ve decided to hire a candidate, respect his or her time and inform him or her immediately.

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Are Your Outdated Assessments Driving Away Qualified Applicants?

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High school standardized tests belong in a classroom, not an interview.

Is your company employing grade school level workers, or qualified industry professionals? Although it is easy to declare your company is composed of great minds and professionals with lots of ideas, if your Human Resources’ interview process is outdated, it renders your hiring process ineffective.

An all-too-often overlooked issue in HR is the low quality of tests used to screen applicants. Is your HR department implementing any of these inefficient testing methods?

  • Assuming SAT scores and low-level standardized tests indicate whether someone will be a good fit for a position. If your tests are repurposed grade school assessments, it indicates an unprofessional company that does not value employee intelligence. Using standardized tests meant for grade school students will reflect grade-level results and grade-level applicants.
  • Generalizing all positions and subjecting all applicants to the same hiring criteria. If your tests generalize applicants and positions, it hinders the acquisition of unique and specialized talent. A marketing manager has a different job from a financial supervisor, so why would they have the same hiring qualifications? Each department and position should have a unique set of responsibilities and desired skills.
  • Testing for the wrong position or for unrelated skills. If you test for skills you are not employing for, the test will tell you nothing about an applicant’s suitability for the job in question. Make sure to tailor your tests for the unique needs of each position, to ensure you get the best candidate possible for the job.

If your company makes any or all of these mistakes, you could be driving away qualified applicants who understand that their professional skills cannot be measured with a standardized test meant for high school students.

First thing tomorrow morning, find your way into the HR department of your company and make sure your hiring process is conducive to hiring qualified professionals, not employees with a grade-school mindset. Visit ProfilesAsiaPacific.com for a list of on-boarding assessments designed to challenge and identify the most qualified candidates.

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