If you are a business leader or manager, you will know how crucial it is to hire the right employees for your organization.
After all, they are the ones who will work hard and lead the company towards success. Hiring the wrong employees can be equally chaotic and encourage loss of resources and time.
In Australia, participation in employee recruitment is nearly 66.4%. But how do you understand which candidate to select and whom to refuse? Here is a guide that will help you out!
1. Don’t make a hasty job description
One common mistake many HR professionals tend to make is to create a hasty or vague job description. If the description itself is unclear, more and more unqualified people will attend the interviews and you’ll have a tough time selecting the best candidates.
On the other hand, if your job description is precise and accurate, it will be much easier for you to focus on the tasks at hand. Mention if the open position requires soft or hard skills or both, the personality traits you are looking for, and any other necessary details.
2. Lack of a proper staffing process
If you recruit hastily, it can negatively impact the entire company to a great extent. When you create a staffing plan, every step of the process is important. This will require you to have a certain amount of foresight so that you remember to not skip the important interview steps.
Focus on hiring properly instead of hiring quickly. But also make sure that the entire process itself doesn’t take too long because then you’ll likely be exhausted and might miss out on a really able candidate.
3. Don’t overly rely on CVs or resumes
CVs and resumes are important but they aren’t the only things that matter in a staffing plan. While it’s fine to analyze different CVs and select your preferences, make sure you put the importance on other things as well, such as the candidate’s communication skills, hobbies, passions, etc. See if the documents are neatly arranged or not.
If a candidate has been especially recommended by someone you know, make sure the candidate is actually good enough. Most people who recommend others tend to favor them too much which can get misleading.
4. Don’t only hire on the basis of the interview
Sounds strange but this is a golden rule. Nowadays, there are hundreds of candidates who know just what to say to ace the interview but when it actually comes to doing the work, they are blank.
You definitely wouldn’t want an employee like that, right? So make sure you don’t hire or disregard someone just on the basis of the interview.
For example, if you see that a candidate has good skills and is willing to learn in spite of not knowing a few things, they can be a good prospect as compared to someone who has rattled off a lot of technical information blindly.
5. Don’t ignore internal employees
Ignoring the staff who already work in the company can be a big mistake. They know how the company works and what skills are needed to qualify for the position open. Even though it’s important to consider external employees, you should also place equal stress on the internal ones.
In many cases, hiring internal staff can also reduce the costs of the interviews. It will also be much easier to train them since they know the company culture.
6. Don’t lose track of your progress
Every day, you might be interviewing dozens of employees but it’s necessary to maintain proper documentation of every interview. For this reason, smart tools like runn.io have special features to sync all your management work.
From project timesheets to project forecasting, Runn can store all your info in the easiest way possible. So always remember to document everything on record for future references.
Over to you…
You’d definitely want to hire the best candidates for the positions open in your organization. But you also need to keep in mind that staffing and planning go much beyond just CVs or resumes.
Place importance on how transparent and dedicated a candidate seems to be and check their manner of speaking and authenticity. Only then will you be able to make an informed decision.