How to avoid costly hiring mistakes?
Over the next few posts we are going to look at the 10 errors commonly made, how to avoid them and how to put them right if the hiring has already taken place. We will also look at how recruitment testing can help minimise mistakes.
So, let’s get started.
The first mistake and crucially the one which starts the whole process, is not creating an accurate job description. To attract the candidates who have the qualities and abilities you desire for the role; your advertisement should be accurate and honest. Don’t just list the duties the role entails, describe the role in detail, its overall purpose in the company and for your clients. Define all the key areas of responsibility. Describe the attributes the successful candidate will require to fulfil the key aspects of the role. Don’t be tempted to ‘oversell’ the opportunities the role has either. Try not to imply for example that the promotion options of the role could be quicker than they are, you don’t want your eager new recruit to feel let down and leave. Tell it as it is and wait for the right candidates to apply.
Once the CV’s arrive use one or more of our recruitment tests to check what they say on paper can be backed up with actual abilities.
See what benefits our testing gives to the recruitment process and sign up for our free trail today. Get your current employees to give it a go, you may be surprised by the results.
Let’s look at the next common recruiting mistake - missing the opportunity of recruiting within. It makes financial sense to fill a role internally. You save on the cost of advertising first off and then the time needed for looking at CV’s, interviewing etc. An existing employee will already be familiar with the company, your processes and what’s expected of them.
They are also more likely get ‘up to speed’ quicker in their new role than a new candidate would.
Less training would be required as they will already be familiar with company systems, processes and client base.
Recruiting or promoting within also boosts morale and productivity. Employees feel valued if they know they can work their way up within a company and their work is being recognised by a promotion or change of role. By recruiting in-house you also reduce the risk of losing the knowledge base you have built up in your existing employees.
So, advertise the role internally first and use our recruitment tests to see if your employee has the skills you require for the new role.
To be continued....