Hiring the right people to progress your organization is a long and tough process.
It is detrimental to determine what you are looking for beforehand and then to take your time to find the adequate person.
Wondering what are the main errors recruiters make?
1. Hiring on egoDuring the recruitment process, some candidates lay it on real thick in order to get the job.
However, it is easy to let ego lead the way and to overlook the red flags.
2. Hiring on charisma
Some candidates dominate the interview, speak a lot, don’t answer the question and don’t actively listen.
However, they are eloquent speakers, with charisma, who can easily command respect.
It is your responsibility to find the most authentic candidates, to ask poignant questions, to stay on topic and get to the point.
3. Hiring identical profiles
Some recruiters are often tempted to hire people with the same educational and professional background as them.
That is because these recruiters believe that hiring on identical profile is an instant ice breaker, is able to create commonalities, and will them and the candidates on the same wavelength.
However, this hiring strategy make for boring meetings and can damage the overall creativity of the organization.
4. Hiring by diploma
Some companies tend to hire candidates with the same resumes who graduated from the same school or from high profile universities.
By doing so, you can easily dismiss the right if not the perfect candidate who has an out of the box resume but who will fit the company culture, have respectable experiences and be able to take on new responsibilities.
5. Hiring on friendship
Hiring a friend seems like a great idea at first but hiring a friend requires a lot of self discipline and setting clear boundaries.
Indeed, most of the time, the lines between personal and professional lived are blurred.
Recruiters then find themselves playing favorites or unable to manage their friend as a regular employee.
6. Hiring on fear
Unfortunately, some recruiters believe that hiring a competent person or someone with ambitions will put them at risk of losing their jobs, demonstrate that they are replaceable, or make them look bad and incompetent.
The reality is that hiring the right and competent person for the job will only make them look better, show that they make good decisions, and reveal that they value collaboration over competition.
7. Hiring on borrowed time
Recruiters may want to fill an open position as soon as possible.
However, they just cannot hire the first person who shows up at their desk.
They have to take the time to find out who that person is and to understand their resume. Does he fit the company culture? Does she have the proper qualifications? Is he up for the challenge or can he step up to his responsibilities?
Last Words Of Advice!
Hiring from different backgrounds, ages and genders is a great way to attract the most talents and makes for a successful recruitment process.
Hope that I’ve helped you get it together on your way to leadership!
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