9 mistakes in Recruitment and Selection

9 mistakes in recruitment and selection

Recruitment is a very important contributory factor to the success of a company; however, many companies have not really understood this importance and often made mistakes in recruiting.
We present here the most common mistakes in recruitment as follows:

1. Not careful examination of the candidate’s application form:

When examining the application forms, you should not consider the information therein to be totally true but, in order to recruit a suitable employee, you also need to check the reliability of the candidate’s CV by interviewing via phone at least some candidates (in accordance with the requirements of the Employer) to preliminarily examine their qualification, diligence, outstanding traits, etc. All the information via phone shall help you have easier, faster and better assessments of the Candidates

2. Diploma “Recruitment”

Many companies are used to the evaluation of candidates by the number of diplomas attached with their application forms. Normally but not always, candidates with high and many diplomas are ones with less practical experiences as they spend much of their time studying in stead of practicing.

Professional Employers would like to focus in the personal achievements or potential benefits the candidates brought to their previous companies to evaluate and consider in stead of sitting there and appreciating their diplomas. However, if high professional qualification is required, diplomas then play a very important role showing the candidate’s qualification to the job.

3. Recruitment of Filling “Vacancy”

An employee suddenly leaving off work is like a vacancy in the whole functional process which mostly affecting the productivity of the company.

However, the employer should not base on that to make a quick and passive recruitment to fill in the vacancy. Quick recruited employee is often not qualified enough to the requirements of the company. So, just spend more time selecting suitable employees to the job and making an active selection of the best candidate to the vacancy.

4. Empty Promise

It is such a big mistake if the company makes such too many empty engagements with the candidates in recruitment process that it can not fulfill later. Empty promise not only dissatisfies the employees but also affects on the reputation of the manager, and in worst scenery, bad news shall spread around fast progressly.

Therefore, be careful when making a promise or engagement; make clear answer to which candidate’s need you may satisfy and which not.

5. Lacking of Interviewing skills:

Making suitable interviewing questions and having a correct selection of qualified candidate are necessary skills but not every employer can have.

To make the candidates showing their trait, their understanding, their skills and others by answering the questions, the Employers must be very clever to conduct a two side interview in which they may assess correctly the true potential of the candidates.

6. Candidates are not allowed to make proposal

Never strictly applying current regulations of the company on the candidates but letting them have their own opinions, their own recommendations about matters such as starting salary, bonus, workday, day off, extra hours, etc; this not only shows the employer’s respect of the candidate’s opinion but also helps to understand the candidate’s needs in accordance with the company.

7. “Familiar” Recruitment

To save cost and time, the manager often recruits familiar people in relation to the current employees or to the manager. This is the most common mistake. Remembering that the job of an employer is to find the most suitable candidate to the position but not the “easiest” to find;

8. Recruitment of unsuitable candidate

You should not employ highly independent candidates for the position requiring much team-work, for example. As such, you should set specific requirements to the job which shall make it easier to select a suitable candidate.

Another example, as for a PR position, shy and closed candidates are not options; as for Sales position, active and dynamic candidates should be recruited

9. Not enough information

Providing insufficient information about the company as well as the future work to the candidates shall make them perplexed and un-confident to the requirements of the Job. Moreover, lacking of professional in interviewing also contributes to the disappointment and leaving of the best candidates.

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