Hiring Mistakes for Human Resources Representatives to Avoid

Although human resources representative have many options to find qualified candidates, some rely on job boards alone to bring in the resumes. They also tend to overlook the importance of diversity in the workforce. Active recruitment through job fairs and putting the word out through social networks is likely to bring in people who are more qualified for the job. Other common hiring mistakes include:

Only checking skills to measure a candidate’s technical skills and ignoring the importance of emotional intelligence. Finding the best fit for the position requires asking open-ended questions that require the interviewee to give examples of how they responded to specific on-the-job situations in the past. This helps to measure such things as leadership, response to stress, and ability to prioritize different tasks.

Having an unclear job description leads to interviewing too many people who aren’t qualified for the position. Employers should take the time to consider the specific skills and personal attributes they are looking for before advertising an open position. It’s also essential to be honest with job candidates about what the job entails. Employees who feel they were misled are likely to quit as soon as they possibly can.

Not getting enough references or different types of references for a job candidate is another common mistake. To get a clear picture of someone, it’s important to speak to former superiors, colleagues, and direct reports if applicable. Employers should speak to a minimum of three references, but feel comfortable contacting as many as necessary to help in the evaluation process.

Favoritism in hiring is not only a bad idea, but it can cause deep resentments with existing employees as well. Companies that allow the hiring of relatives or friends should make certain that person goes through the same process as everyone else. Not having a clear hiring policy in place is what leads to these mistakes in the first place. It leads to confusion in the best of circumstances and invites legal action in the worst. This is especially true when it comes to contract workers. All employees and those who receive a job offer should receive a handbook that outlines the exact steps the companies takes to fill open positons.

It’s preferable to avoid these mistakes, but if you do make them, vow to learn from them so you can make better hiring decisions in the future.