Guidelines To Follow If You Never Want To Make A Hiring Mistake

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Employees are a company’s backbone. And that means, even a little laxity at the time of recruitment can cause you to make costly mistakes. To make sure you recruit the right people for the vacant positions in your company, it’s Important to follow the under-mentioned rules. Have a look—

  • Consider collaborative hiring

Collaborative hiring is a great hiring tip you can try out for desired results. It is crucial for many reasons. The first is that there will be many stakeholders in your recruitment process.

The fresh recruits of your company aren’t going to work independent of other employees. Meaning, every new employee will impact the way others around them work. And the impact they are going to have is profound.

And that is why it’s important to pay heed to what your team says and factor in each and every input provided while making recruitments. They are the ones who can tell you what qualities the position requires. And this is an important piece of information to have if you want to recruit the best people.

The collaborative hiring model helps companies protect themselves against cognitive biases. Cognitive biases are nothing but thinking errors humans make when processing information. As a result of which you make faulty judgements.

It’s good to know about your subconscious biases. Let your co-workers assist you in identifying your these biases, so you can avoid them.

  • Your job descriptions should be well-thought-out and well-written

It’s a mistake to not accurately describe the position that you are hiring for. You must be honest regarding the job in order to attract the best suited candidates for it.

The job that you intend to recruit for might not be a glamorous or a high-paying one. And that’s okay. Avoid making it look glamorous. At some point in time the truth will be out, and by then you will have wasted a lot of people’s time.

The reason why companies do this is because it lets them hire talented employees, without trying too hard. But these new recruits are often not suited for the job. They will eventually start feeling withdrawn at work and will likely quit as soon as they find a new job.

  • Quality is everything

You have likely seen that the top performer in your company is more productive than others. So, a great strategy for recruiting will be to concentrate on candidates’ quality and not on their quantity.

It’s not about temporary or permanent recruitment, it’s always better to have a few good employees than hundreds of less efficient ones. Three great employees are more cost-effective than five people who are not a good match. The more people you hire, the higher will be your budget for the recruitment process. Not just that, you will also have to spend a lot of your valuable time.

As you create your team, remember to keep quality in the forefront. The effort and time spent finding outstanding candidates will likely pay dividends in the long-term.

  • Employee Value Proposition

Employee Value Proposition or EVP is used to identify the organization’s ideal employer. It also defines what you offer and what you receive under the employment contract.

What elements are required to make a strong EVP?”

Numerous components are there that you can club together to create your EVP. However, below you find the most common ones—

—Compensation: Is your salary competitive?

—Autonomy: Is it possible to micromanage employees or have complete control over their work practices?

—Company culture/Work environment: How does your workplace look? Are you able to create a positive company culture? How does your company make the employees feel?

—Benefits: This includes all the benefits you offer. What are the eligibility criteria for these benefits?

—Recognition/ Rewards: Do you reward your staff for their hard work? How do you do that— Do you give bonuses? Do you reward only those who have attained a certain goal or milestone?

Remember, a standout offer is key to attracting the best candidates.

  • Look at things from a marketer’s perspective

As businesses evolve, so does hiring. Like marketing and sales, recruitment is also an area where developments are taking place constantly. With a few clicks, people can learn a lot about a company, thanks to technology.

According to the Forrester research, a considerable percentage of the buyer’s journey gets completed before the first contact. This applies to recruiting too. The sooner you realize this, the better.

Like a prospective customer, a potential employee spends a lot of time doing research on companies before they apply.

Glassdoor offers potential employees unparalleled access to information and insight about the experience of others who have worked in different organizations.

The image you create for yourself can be a source of inspiration or embarrassment for you. So, you decide how much importance you want to attach to this aspect.

Remember, with a strong employer brand, you will be able to attract more qualified candidates.

  • Ask better questions

The reason why temporary and permanent recruitment companies in Dubai are so sought after today is because they know how to rein in the right candidates for a company. However, if you have an in-house hiring department, then the easiest way you can hire better employees is by asking better questions.

Your aim is to hire the best candidates, but you don’t know what to ask them or how to get the best out of your interaction with them. Well, this is the perfect recipe for disaster.

Different organizations have different demands, requirements and expectations from a candidate. It’s impossible to determine whether an employee is the right fit for your company without asking them the right questions. Don’t ask routine questions. Questions that are appropriate for one company may not be appropriate for another.

The right questions to software engineers might mean a programming test. A marketing candidate, on the other hand, can be asked questions that would help the recruiters visualize the impact of their work on revenue.

No matter which department you want a new hire for, it’s important to make sure the questions you ask are pertinent.

If the candidate will be performing regular tasks that don’t involve brainstorming, then there is no point asking them any unconventional, quizzical questions. Pose questions in a way that you can identify candidates that are a good fit for your company culture and the vacant job position.