4 common hiring mistakes that employers must avoid

4 Common Hiring Mistakes that Employers Must Avoid Hiring is a critical process, as every wrong hire may cause a significant loss to the organization. Making a bad hiring decision not only leads to a significant loss of time, money, and resources but also leaves a negative impact on your existing employees and company culture. The question now arises; how do you know if the candidate you are selecting is a suitable match for your company? To avoid committing the common hiring decisions, many recruitment experts suggest to look beyond the resume and interview process and think on the lines such as a candidate’s suitability with your company’s objectives and work culture. To help select the right ones, here are five common mistakes that you avoid to yielding excellent returns.

1. Unclear Job Description In order to get right candidates to fill job openings, it is important to identify the qualifications and skills required for a particular job. It is, therefore; necessary ask the questions such as “Is a formal degree necessary?”“What is the minimum experience required for the job?” “What skill metrics to be used to identify the right fit?” Preparing a hire scorecard can assist you in screening and interviewing candidates to find a right fit for the job.

Make a list of key responsibility areas (KRAs) along with qualification requirement, skills, certification, and experience that applicants need to have for a particular role.

A clear job description helps mapping candidates’ suitability based on their skills and experience for a specific job posting.

2. Overlooking Cultural Adaptability More often than not, recruitment managers select candidates on the basis of their skills and experience but tend to ignore their cultural adaptability. Rejecting candidates based only on their lack of technical or other skills may not be a good idea as they can be smart enough to learn fast over a period of time and prove to be valuable resources. However, ability to adapt to a company’s culture should be given a serious thought. Regardless of whether it’s a start-up or an established organization, a non-verbal factor like a person’s ability to fit in a business environment is crucial. A potential candidate should be able to communicate, sustain, and thrive in a multicultural environment.

3. Overemphasis on Experience When it comes to recruitment, most companies put emphasis on the applicant's’ past experience. However, having a stringent policy around experience often proves to be costly for an organization. There have been cases wherein employees with vast experience often are not able to live up to their potential and fail to deliver. A recent study reveals that only 19 percent employees feel highly engaged in an organization.

The research further illustrates that employee engagement is defined on the basis of the factors such as enjoyment, belief, and values of employees. If people are not happy in their current job because it doesn’t allow them to play to their strengths, their years of experience boils down to zero returns. Effective hiring should ideally focus more on potential rather than experience.

4. Hiring “Star” Candidates The problem with hiring well-known or “rock star” candidates is that companies have quite high expectations from them, and even pay a whopping amount of compensation. Such strategies, however, may backfire if they are unable to cope with the company’s work process and/or culture. Many well-known personalities would want to bend rules according to their convenience, and that can cause discomfort among other employees. This is why before you decide to commit to expensive and overhyped candidates, factor in the people as well as the skills they will bring to the table.

The Bottom Line Hiring can be a daunting and time-consuming process with potential risks of hiring wrong candidates. It’s, therefore, important to have a structured hiring process in place to acquire right talents at the go. If it’s difficult to put together a recruitment

team with all the required expertise, you can opt for reputed staffing agencies in Dallas, TX. A reputed staffing firm can help you with the end-to-end recruitment, leaving you all the time to focus on other important business areas. Make sure you partner with a professional agency that has experience and connections to fulfill all of your human resource requirements in a stipulated timeframe.