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The Top Three Hiring Mistakes Recruiters Make

 

How much does a wrong hire cost companies? One estimate says one bad hire can cost $20,000 per employee for companies! Making a wrong hire can also hamper the brand or company’s reputation in the long run as the employee may not be aligned with the culture or objectives.

Recruiters face challenges in terms of talent shortage, the long processes involved in recruiting, budget constraints and technical issues. The other major challenges include the mistakes recruiters make while assessing the candidate. Here are three of the most common mistakes recruiters make while hiring.

 

The Top Three Mistakes

The only way to avoid making hiring mistakes is to know what they are! Being forewarned is being forearmed, so you can make the best of every interview and increase the chances of hiring the right candidates.

  1. Unstructured interviews: Interviews without structure can neither be validated nor are they reliable, according to experts. Interviews that are unstructured are able to predict only 14% of the actual job performance of the candidate. This means that when you use casual, open ended interviews with no defined structure, you cannot be completely sure of how well the candidate will perform at the job after the hire. Experts believe unstructured interviews not only make room for biases and prejudices, but are mostly based on the idiosyncrasies of the interviewer than on objective elements.

On the other hand a structured interview that has been standardized gives little room for personal bias. Such a tool enables recruiters to assess every candidate on similar assessment criteria that leads to fair evaluation. Structured interviews are great tools for making better hires even when the job itself does not have any structure, according to experts.

 

  1. Talking most of the time: Monopolizing the conversation is the most common mistake recruiters make. The interview is the ideal time to understand more about the candidate’s views, thought processes, concerns and attitudes. The more the recruiters let the candidates talk, the more they learn about the strengths and weaknesses of the candidate. The golden rule for recruiters is to let candidates talk 80% of the time.

 

  1. Experience is not the “be all end all”: Experience and qualifications are important at the stage of screening but are not reliable as the sole indicators of the skills and aptitudes of the candidate. A person with plenty of experience can lack motivation or innovation.

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