Recruitment is by far the most difficult HR spectrums to get right. Hiring the next best talent based on an interview that not only is the first time two person meet but also trying to understand each other in a span of 2 hours. Would you get married after knowing your date for 2 hours?
That’s why our industry exists, with complimentary industries such as profiling tools providers, job portals, and professional networking sites.
But recruitment is not only a science but also an art. And no amount of profiling tool will save the day if a hiring is made on gut.
Here are 5 classic hiring manager mistakes that we see time after time. If you are still making these mistakes, you now know why you are having recruitment nightmares.
- Unable or unwilling to attract and hire people who are stronger than themselves. The fear that the hire will ultimately usurp their job is at best a worse bout of over-imagination. If your people can’t grow to take over you, how could you grow to move one step higher?
- Hiring those who can talk the talk. These candidates know the right thing to say and say it like a smooth criminal. But when it comes to real work, they will talk their way out of it. First impression is still that, a mere first impression. A reference check is still required to ensure the candidate is beyond just an impression.
- I’ll know the person when I see him or her. This is groceries shopping without a list. Chances are you will end up buying too many of the wrong/useless things that you will throw away after they expire a year ago. Start with the end in mind and work on that list before you begin.
- Not considering personality or management style when selecting team members. There are two things people usually resign over. Money or their boss. And for the latter, it really isn’t so much about the person. It is the way they conduct their business and difference people have different ways. Put the best ingredient in the hands of an amateur chef and you could start standing by that packet of instant noodle for dinner.
- Ignore or misjudge “soft skills.” These are everything that’s non-technical. This includes turning up for work punctually, turning up for work at all, overcoming setbacks, influencing others, taking the initiative, being committed, etc. Technical skills can be taught but soft skills are moulded from childhood all the way to grad school.