Hiring Mistakes Employers Make: Application to Interview

You may not admit it, but human resources people tend to be "human" and overlook a lot of vital details when it comes to selecting an applicant for hiring. Having a bad hire that resulted from bad hiring decisions could sap your organization’s time, training resources, and energy. The following are tips that HR should do when recruiting, interviewing, and hiring people in order to get better employees. These better hires will help you develop a strong, healthy, productive, and competitive company.

Pre-screen your candidates – Call an applicant for a half-hour phone interview and you will save hours of your organization’s time sifting through bad candidates. You can discover whether he or she has the knowledge and experience you need, as well as if you can afford the candidate.

Help the candidate prior to interview – If your applicant does not ask about your company and the specifics of the job for which he or she has applied, help the candidate out. Remind your applicant to research about the organization as well as provide information about the job so they will be better prepared during interview. This will also give valuable time for the interviewer to look on more important issues such as determining the candidate’s skills and whether he or she will fit within the company culture.

Prepare the interviews – Job interviews are usually done in a series of stages, conducted by different interviewers. The interviewing group should be prepared on what types of questions to ask, as well as what aspect of the candidate’s credentials each person is assessing. This would prevent the interviewing panel to provide conflicting information and ask the same questions.

Do not rely on the interview to evaluate a candidate – Most frequently, applicants are either not prepped enough for the interview or that they telling you what they think you want to hear. In fact, because a lot of interview questions have already been asked by different organizations over and over, the candidate may have prepared or memorized what to answer, and you may get falsely impressed by his or her "confidence."

Do more than talking during an interview – A job interview should be more than just asking questions and gathering for answers. Try to be creative in evaluating your candidate such as giving him or her a walk through the company. Ask about his or her experience with situations you point out during the walk. Watch the candidate perform a task. See how quickly a person learns a particular task. In this way, you will earn more relevant information to use in your selection process.

Evaluate based on job skills and experience – It is very common for companies to look for the nicest possible employee. Sure, it would be nice for you like everyone at work, but there are other aspects that are more important than an applicant’s personality. Remember that you are looking for the strongest, smartest, best candidates you can find. Hiring people who are similar to yours will kill your organization over time. It is best to hire a diverse bunch of people with diverse personalities to deal with diverse employees and customers.

Build a large candidate pool – Build a candidate pool with several candidates who meet the needs of your organization. If you cannot make choices among several qualified candidates, your pool is too small. Do not settle for someone in the pool if he or she does not have the right skills and experience you need. If there is no other person in that pool who is qualified enough, reopen your search.

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