5 Mistakes That Are Killing Your Hiring Practices
For many employers around the US, the failure to implement thoughtful hiring practices can lead to costly mistakes. In fact, a 2013 study revealed that 27% of employers reported losses of over $50,000 due to bad hires. It’s important to hire smart and design a prudent employee hiring process. Here are five mistakes to avoid during recruitment:
Mistake #1: Not doing a background check
Did you know that about 53% of job applications contain inaccurate information? Don’t take them at face value. Run a background check to verify all pertinent data. Doing this is easier than ever, thanks to companies like A Good Employee—a one-stop resource for employee background screening requirements. Whether you’re a small start-up or an international conglomerate, this company can help you ensure that you hire a good employee with their FCRA compliant and customizable employee background check services.
Mistake #2: Writing dull job descriptions
Is your job posting dry and boring? If so, then you could be turning away potentially great hires. While it’s crucial that your posting gives details about what the position entails, it also needs to advertise your company culture. Don’t focus solely on a laundry list of the position’s qualifications and duties. Make space for describing your company’s ideal candidate and how that individual will fit into your company’s culture, goals, and mission.
Mistake #3: Using a template
Employers who use templated job application (the same application for different positions) leave a negative impression with highly qualified applicants. So don’t use the same application to recruit a writer and an engineer. After all, you are searching for two completely different types of potential employees who will be evaluated in different ways.
Mistake #4: Asking only ‘yes or no’ questions during interviews
Be aware of how you phrase questions. Those that elicit ‘yes’ or ‘no’ answers don’t give applicants the opportunity to truly share their thoughts. Instead of asking candidates if they are willing to relocate, ask them how they feel about moving to a certain city for work. Instead of asking if they have experience doing XYZ, ask them to describe their functions. These kinds of questions prompt applicants to express how they feel about a position and will provide you a better idea of whether they’re the right fit.
Mistake #5: Failing to create (and follow) a timeline for the recruitment process
When the employee hiring process moves too quickly or to slowly, the risks of a bad hire increases. Rushing can mean overlooking important routines such as reference and background checks. Taking too long, on the other hand, pushes strong talent away. This is why it’s important to create a consistent hiring schedule. Decide how much time should be allotted for each step in the recruitment process and stick to it.