TOP 6 mistakes managers make when recruiting staff

ayshakhatunasha

Recruitment  is one of the most important stages on the path to successful business development. In order to find the right people quickly and efficiently, it is better to entrust this difficult mission to professionals! However, many managers prefer to search for employees not with the help of recruiting agencies, but independently. And they do not always succeed in this. For example, some managers select candidates by zodiac sign, temperament, similar views, interests, habits, or simply stop at the principle: like / dislike. There are also those who go further, selecting employees by fingerprints and handwriting =)

In order not to waste time on empty speculations about how to find and attract the right people to the company, we present to your attention the top 6 hiring mistakes.

Mistake #1: Expecting an honest answer to the question: “Why should I hire you?”

Most managers ask questions like, “Why should I hire you?” or “Why are you the right person for this job?” hoping for an honest answer. However, candidates who have been through several interviews have prepared answers to these types of questions. There are also many articles on the topic of “how to interview,” which provide detailed instructions on what to say and how to answer the questions correctly.

Remember, everyone lies! Trust the facts, not the words.

And such questions can only be used to analyze self-presentation skills, nothing more.

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Mistake #2: Choosing a specialist based virtual phone number service on your zodiac sign

A real example from our practice:

A candidate came to our client for an interview. After 10 minutes of conversation, it was clear that this person was ideal for the company. He had the necessary experience, suitable management skills, the right proactive life position, and compliance with a number of other, specific requests of the manager. But... the candidate turned out to be a Capricorn. This was the only discrepancy with the request. And this became a weighty argument why he was not invited to work for the company.

Despite the attraction of some managers to the astrological method of personnel selection, this is not a panacea for laziness or conflicts in the team.

The method of personnel selection using a horoscope is best not considered effective, since it is just a certain set of personality characteristics that is not supported by scientific facts.

Don't miss out on the opportunity to hire the right people based on your zodiac sign.

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Mistake #3: Good references from previous jobs = good candidate

Good references often make a positive impression on an employer.

But remember that:

In 80% of cases, the recommendations are written by the employee himself, and the previous manager does not always read them carefully when signing them.
A good recommendation can also be given to an employee if the manager feels guilty about the dismissal.
Don't attach much importance to recommendations. Rely only on facts that can be verified or proven.

Mistake #4: Work experience is the main selection criterion

Often, a candidate's work experience is the main criterion for recruiting personnel. But in reality, it is only 50% of the overall assessment of the specialist's suitability for the proposed position.

Of course, for some positions, the lack of experience, which is often called " hard skills ", in a highly specialized area automatically throws the candidate out of the pool of applicants for the vacancy. However, for some positions, for which " soft skills " are important , or the ability to build relationships, flexibly adapt to changes, experience is often overestimated.

When reviewing candidates, consider the full range of characteristics.

Be sure to pay attention to the willingness to develop in your direction and enthusiasm for work.



6 mistakes in selecting a person
Mistake #5: An employee who is recommended by others cannot be a bad specialist.

The practice of hiring specialists based on someone's friendly recommendation is often used. But, as a rule, people are recommended based on their personal characteristics, not their professional qualities.

And even if the functionality coincides with the previous place of work, it is worth testing such a candidate on an equal basis with the rest, without providing preferences for friendship.

Remember that this is your business and you shouldn't put it at risk by wanting to do a good deed for your friends' friends.

Mistake #6: Finding specialists on your own

Many companies tend to search for candidates on their own. This takes a lot of effort, and the results do not always meet expectations. There can only be one recommendation here: save your time and energy for strategic business development, and entrust the selection of personnel to professionals.

The consulting agency "Administrative Resource" qualitatively selects effective specialists for business in various industries. Customer reviews are an indisputable confirmation of these words.