While a company’s products and services form its core business, it cannot function optimally without the right human resources. Incorrect hiring practices can have a devastating long-term effect on an organization’s performance as such employees are unproductive and potentially harmful to the company’s brand and reputation.
Most business owners and corporations will admit to errors during the recruitment and selection process and understand its implications. Here is what leads to poor hiring processes:
Speed over quality
A company’s desire to fill a post quickly often leads to poor decision-making and selection. More than 80% of HR professionals agree that cutting corners in the recruitment process can lead to disastrous consequences. Many have found that using pre-employment assessments from eSkill gives them an accurate picture of an employee’s abilities and skills, allowing them to make better-informed hiring decisions.
The reasons for rushing recruitment and selection vary. Some positions must be filled quickly as not doing so could adversely affect a company’s operations. Managers might be keen that the current employee does a handover to a new one before leaving.
The person responsible for hiring should have a complete brief of job requirements, including an up-to-date job description and necessary qualifications. Failure to provide HR managers with this vital information can lead them to hire someone not suited to the job.
Additionally, key personality traits and soft skills, such as decision-making, communication, and leadership, are not discussed during a recruitment briefing. An HR manager needs a complete picture of the ideal employee to ensure that they look for the necessary qualities and characteristics beyond qualifications and job experience when making a hiring selection.
Finding out an employee does not possess these after hiring them places an employer in a predicament. Either they are stuck with an employee who does not fit into the organization or must pay to train a worker to get them up to standard.
Poor interview technique
Many interviewers do not use the 30-60 minutes they have during an interview with a candidate to get a clear picture of them. Instead of allowing interviewees to do most of the talking, they spend too much time explaining the organization and job requirements. This one-way interview technique seldom bodes well.
In these cases, hiring decisions are based on which candidate seemed to be the better listener, not on their skills and ability to do a job.
Such ill-informed choices could come back to haunt an employer as good listening skills may not be a central job requirement. Interviewers must deploy a two-way interview approach, where candidates do much of the talking, answering questions and displaying their knowledge, skills, and abilities.
Some companies leave hiring decisions to a single person, while others prefer to have many panel members. Too many or too few people playing a part in decision-making can hamper hiring processes.
When managing it alone, an interviewer might miss something that others panel members pick up as a red flag. However, too many cooks can spoil the broth when several people have input as reaching a consensus becomes challenging.
Interview questions and reference checking
When a hiring decision is rushed, or the responsible manager is overwhelmed with too much work, references do not receive sufficient attention. Most HR managers admit to hiring at least one employee without checking their references and have come to regret that decision.
Additionally, an interview where insightful questions are not asked is useless. An HR manager should sit with the person who will supervise a new employee and work out a list of questions to determine a candidate’s suitability for a post.