Mistakes done by Recruitment team/Organization – leads to hire wrong Candidates

Mistakes done by Recruitment team/Organization – leads to hire wrong Candidates

It is a good sign that so many organizations know the real value of Human Resource. Most of the organizations facing falls in their market shares, even they have a good business strategies, enough budgets, good sales campaigns and advertisement and good brand values in the market. It is all due to hiring the wrong people or in other words placed wrong people in wrong place. So many big organizations spends huge budget in recruitment process, but due to lack of some points in their recruitment process they are not able to hire the right candidate. As per my 2 years corporate experience in HR fields I have found some mistakes, done by the recruitment teams and organizations during recruiting candidates, 

a.      Not have the clear idea about, what they are looking for:

Organization or managers are not clear about the job description and specifications needed for the vacant positions. They are not clear about how many experience and educations needed for this post, which leads to hire poor candidates.

b.       Focus on the skills not the behaviour:

To complete the job effective and efficiently, employee should have skills with positive behaviours. The recruitment teams thinks that we are able to hire the good candidates (he match with the JD and JS), after 1-2 months they know our decision was wrong, because they see s/he creates so many conflicts between other employees, which results low productions.

c.       Having too many people involved in the interview process:

Having unnecessary people in the panel of interviewer, this leads to select poor candidates. The best people for the panel are one HR and one related department head and supervisor of that position.

d.      Not Interviewing enough candidates:

Most of the time, the mangers says that, “I want to talk to the 3 best candidates, because I do not have enough time to talk everybody.”  Sometimes 4^th 5^th number candidates are best for organizations than top 3. So, I think take at least 10 candidates for the interviews, which gives you more options.

e.        Deadline for the hiring candidates:

Sometimes the company do not have the enough time to conduct the smooth recruitment process. They are focused in fulfill the position as soon as possible.  Here they hire the wrong people due to the lack of enough time for the process.

f.       Not asking great questions and not answering the employees questions:

Most of the wrong candidates are selected for the job, because the team asks wrong/poor questions.  For example, they ask define the customer satisfaction in the place of asking how we improve the customer satisfactions.

Most of the time team forget to ask to candidate, please ask if you have any quires about us. And sometimes the team member shows some rude behaviour by giving unnecessary answers, if candidate ask questions.