Nearly every applicant will assure you they can think strategically, be innovative, and work well with a team, but bad candidates still slip through.
Sometimes these hiring decisions can become costly and time-consuming mistakes, reports the HR Certification Institute (HRCI).
If you're struggling to land quality candidates, HRCI identifies seven missteps you may be making during the hiring process:
Mistake 1: Your job description doesn't mention your organization's values
Job descriptions must include the team's current and future needs, as well as a well-defined set of values, writes HRCI. A listing that skimps on the company's culture can lead to candidates that negatively impact team morale and productivity, warns HRCI.
Mistake 2: You ask the wrong questions
If your interviewers are unprepared to ask quality interview questions, you may make poorly-informed hiring decisions, reports HRCI.
Instead, train interviewers to ask specific behavioral-based questions that require candidates to simulate a situation and give a candid response, advises Natasha Bowman, president of Performance ReNew.
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Mistake 3: You don't account for bias
Even hiring algorithms can have bias, warns HRCI. To eliminate bias and cultivate a more diverse applicant pool, HRCI recommends trying tools that block out bias-triggering data like the applicant's name, photo, and age.
Mistake 4: You let subjectivity get in the way
Interviewers may be tempted to check out candidate's presence on social media, but often any judgements from an applicant's personal account will be subjective, and even discriminatory, warns HRCI. Instead, limit your social media research to professional platforms like LinkedIn.
Mistake 5: You're too rash with red flags
Before eliminating a candidate for past criminal infractions, consider how much time has passed and whether the behavior will harm the firm, suggests HRCI. In fact, relying on past criminal convictions to terminate an offer can potentially violate state law, warns Bowman.
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Mistake 6: You forgo the pre-hire assessment
Leverage tools that measure candidates' skills sets and cultural fit, recommends HRCI. Often, these tools can reduce the 90-day turnover rate and add consistency to staff decisions, notes Holly Burkett, an HR consultant and couch.
Mistake 7: You don't play the long game
Building a strong recruitment process is not a short-term project, warns Burkett. In reality, establishing an employer brand that naturally attracts high-quality employees requires a future-driven, system wide approach, reports HRCI.
But before you can develop a steady supply of top talent, you must cultivate an engaging, positive workplace with a sterling reputation, says Bowman. Ultimately, the best way to recruit is to "not to have to recruit at all," she says (HRCI, Inc., 9/12).
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