Mistake in the Process Recruitment – Recruitment is a planning decision about human resource management regarding the number of employees needed, when they are needed and also what criteria are needed in a company or organization.
Recruitment is basically an attempt to fill a vacant position or job in a company or organization.
Effective recruitment requires the availability of accurate and continuous information on the number and qualifications of individuals needed to carry out various jobs within the organization. Why? Because the process of recruitment and selection of prospective employees is very influential on performance in a company or organization.
Below we will discuss what are the mistakes that often occur in the Recruitment process.
1. Not making accurate job descriptions
It would be nice for Human Resources to do a job analysis first in order to get a better description in bringing in candidates who are more in line with expectations.
2. Failed to consider recruiting from within
It can be very frustrating for recruiters when they are not seeing the best results after spending a lot of time and effort developing what they think, a strong recruitment strategy.
Sometimes, the candidate you need and the best is right in front of your eyes. There’s nothing wrong with recruiting from within. In addition to saving costs and time, it also has other advantages for the company. In internal recruitment, will not face the problem of employee onboarding and adaptation. Because they actually have adapted and also already know the ins and outs of the company.
3. Using unconscious bias
Unconscious bias (or implicit bias) is often defined as prejudice or unsupported judgments in favor of or against one thing, person, or group as compared to another, in a way that is usually considered unfair.
Unconscious biases can color an individual’s emotional and rational responses in everyday situations and influence their behavior.
4. Hire people who are less qualified
Generally this happens because of the pressure faced by the recruiter especially during the pre-recruitment process. The increasing pressure to meet the required number of employees as well as the company’s revenue targets make recruiters like choosing the shortest alternative route in carrying out the recruitment process.
An individual’s potential measure of success cannot be judged by a few lines on a sheet of paper/resume. why? Because many less qualified candidates will likely not have a two-page resume.
As a result, many potentially great long-term candidates are dumped in the recycling bin, left to continue their search for the perfect job. So, be careful in the selection process.
5. Reject candidates who are overqualified
When hiring managers label job candidates overqualified, here’s what they are thinking.
> Employer concern you’ll leave as soon as something better comes around;
> Employer concern about being able to pay you ‘fairly’;
> Employer concern about being able to keep you long enough; employee retention.
> Employer concern you’ll be unwilling to do tasks ‘beneath you’;
> Employer concern you’ll be bored (as it not demanding for you);
> Employer concern that you don’t really understand what the job is and may have higher expectation;
> Employer concern that it be difficult to supervise you as you are more qualified than your supervisor;
> You won’t be happy working for a manager with less qualification than you and hence you my reign soon;
> Employer concern about younger people managing older people (qualification often bypass experience);
> Manager views you as a potential internal competitor;
6. Hurry up to rent
Don’t use the phrase “hurry up and make a decision.” Have you ever found yourself in a position where you have needed to recruit in a hurry?
Here are the tips you might need in recruiting and getting the best results, as quickly and effectively as possible.
- Know what you need.
- Research – know your market.
- Write the best ads to attract the best!
- Be prepared to move quickly.
- There are no shortcuts.
7. Rely too much on references
References are a crucial part of the employment process and can be pivotal in helping a company decide who gets the job. However, businesses do encounter some challenges when requiring a reference.
This means that it now feels like the practice of asking for references is dying and some managers are reluctant to provide referrals for fear of triggering a negative reaction. The main reason for this is that it is common knowledge that former employees may be able to challenge a reference if they think it is unfair etc.
8. Expect too much, too soon from new recruits
Usually a company or organization, new startups take about three months to fully integrate into the team and start producing results. The meaning of the above statement is that people expect from others who are able to excel.
9. Too much reliance on interviews
It is common for users or managers to rely solely on interviews to receive candidates. The reason is to shorten the time and get to know the candidate.
But a person’s skills can change, so can aspects of the job. It relates to whether he often uses it or not in his daily work.
Quoting Google’s senior executive Laszlo Bock, in 2015, he said, “Most interviews are a waste of time,” because interviewers can spend most of their time trying to confirm the impression they form on applicants.
10. Waiting for the perfect candidate
You may have an idea of the ideal employee. However, when you wait for such a candidate to appear, you are risking team productivity, because the longer you wait the longer you will be understaffed. As a result, team members are forced to bear extra workloads by working overtime which can lead to extreme fatigue.
Instead of waiting, it’s better to hire people who meet some of the key requirements, fit the company culture, and have the soft skills you need.
These are ten common mistakes in HR management.
If you are ready to recruit employees, but are not ready to face the complexity of the recruitment process in sorting and selecting candidates that suit your company’s needs. Contact and consult with Indoservice now! to learn more about recruiting.
Indoservice is a modern employment agency, that’s why we offer Recruiting services for your company’s needs. Our professional staff Recruiting Service can help. Contact us at email: email@example.com and Call/WhatsApp 0877-1449-8500 & 0818-1881-1887 for more information and special offers.