Whether recruitment is an in-house function or through employment agencies, finding the right employee can be tedious especially for positions that require highly credible employees. In addition, HR officers will post details of the vacant position including the job descriptions and job specifications needed for the job. However, some applicants will try their luck even if they don’t meet the minimum qualification standards. Because of this, even unqualified applicants will add up to the files of applicants to be scrutinized by the hiring personnel. If you are the one hiring employees, going through their curriculum vitae could take some time and interviewing each of them can be tiresome. Yet, if you hire them blindly, you will commit a grave mistake which is hiring an inefficient and ineffective employee. This infographic will help you to reach the best decision by avoiding common mistakes in hiring.
1. Looking for the perfect employee could prove your hopelessness because you won’t be able to find one. This is a common mentality among HR practitioners. You can’t blame them because organizations want to hire the most suitable applicant for a certain position. However, the problem with this is that you will be investing resources in the hiring process alone. The longer you hire the employee, the more time you are consuming for one job and the person waiting for your responses might get tired and by the time you inform that he or she is hired, the latter has already found a job. It will become an opportunity loss on your part.
2. On the other hand, you must not also be too excited to hire or get impulsive by jumping to conclusions on which you are going to hire. The problem is that because of the bias you formulated in your mind, you may not consider the qualifications of other applicants. Halo errors are often committed because the HR makes a judgment on the applicant using one or two criteria only. To solve this problem, the organization must establish a set of qualification and criteria that are quantifiable and require objectivity rather than subjectivity.
3. When human resource officers interview applicants, their tendency is to become sympathetic about their stories. You must refrain from being too sympathetic because you might dive into your emotional side rather than being rational. Though decisions about who to hire require both intuitive and conceptual skills, you must give more weight to objective reasoning. How can you do this? If the system for hiring applicants is in place, you need to follow the process stringently by evaluating applicants without subjective biases.
4. Hiring is just a part of the recruitment process but it is the entry point of all the employees in the company. Failing to establish effective parameters in the screening of application can damage the future of the company. How? Remember that employees are the ones that make up the organization. An employee is supposed to be an asset but if you committed the mistakes mentioned above you might end up having liabilities.
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