7 recruiting mistakes<\/h2>\n
HR managers and recruiters who frequently conduct interviews, have detected that these as the top common recruiting mistakes.<\/p>\n
Ending Recruitment with the Contract:<\/span><\/strong><\/h2>\nTo think that a recruitment process ends just at the moment in which the candidate has been selected is a tremendous mistake, as you have already made clear earlier. The selection of the person and the signing of their contract is only part of the recruitment. Once the person has signed his contract, your work begins to make him feel welcome and at ease, to make him understand the culture of the company, etc. Neglecting all this is the most direct way to make a serious mistake and that the candidate decides to leave shortly because he does not feel comfortable in his new position.<\/p>\n
Failing to Mention Mistakes:<\/span><\/strong><\/h2>\nSurely you already know that your task is much more than incorporating new members. Your role is to communicate with him and to generate business culture. In all this work there are successes, but also mistakes and failures, recognizing them and treating them is the basis for achieving even greater successes in the future.<\/p>\n
Hiring a Bad Cultural Fit:<\/span><\/strong><\/h2>\nLet’s get in the situation. You have been told to find urgently a person for a vacant position of senior marketing manager because the company has an urgent need to fill that position and you have already interviewed a good number of candidates, but you can not find that profile that fits, what are you supposed to do? The logic says that you should keep looking until you find the ideal profile, but the pressure you are subjected to close the contract is huge, so you and your team decide to incorporate the “less bad” option that you have interviewed until that time. moment. The previous decision will probably end with the following result: the candidate hired in a short time must be dismissed or leave on their own, as it will not fit with the business culture. This will cause a huge problem for the company, as it will have lost time and resources in hiring, and should start the search for a new person to fill that position.<\/p>\n
So, what a priori seemed a good choice at least to solve the need for the company, it ends up producing the opposite effect to the persecuted, sometimes a perfect curriculum is not everything.<\/p>\n
Drawing Out the Selection Process:<\/span><\/strong><\/h2>\nBut at the same time, the selection processes should not be eternalized. Lengthening the processes can only mean a reduction of efforts for the company. Obviously, the processes must be carefully detailed, but that does not mean being slow. A long selection process hurts everyone. It hurts you, the company and also the candidates. An agile, efficient and dynamic process is the solution.<\/p>\n
Expecting a Linear Selection Process:<\/span><\/strong><\/h2>\nA selection process can have different phases. Candidates can be called to different interviews, if that is the case, you should avoid asking and evaluating exactly the same in all the interviews. Each of the contracting phases must have a specific objective and each one must be accompanied by specific questions and elements, do not fall into redundancy.<\/p>\n
To avoid these errors you must plan properly the selection plan and if you are more than one person in the department or the people involved in the process, actively collaborate together.<\/p>\n
Failing to Keep Candidates Informed:<\/span><\/strong><\/h2>\nIf you are interested in one of the candidates you have interviewed, or you are hesitating between several options, do not lose contact with him. Maintaining contact will help you position yourself in the minds of pre-selected people as a preferred option. In addition to the above, maintaining contact with the candidates allows you to humanize the process and make it less bureaucratic and cold.<\/p>\n
![\"\"](\"https:\/\/factorialhr.com\/wp-content\/uploads\/2017\/09\/23142258\/Employee-happiness-.png\")
<\/p>\n
Finishing Interviews Abruptly:<\/span><\/strong><\/h2>\nSurely not all the people who interview meet all your expectations, but all of them deserve your respect. All the candidates have dedicated their time to interview you, you have their expectations and hopes and deserve to receive a good deal on your part.
\nIt is not about you selecting these people, but about doing the interview normally and not cutting them badly. You never know if in the future you might be interested in that person for another position (or you can become a client of your company) and, in addition, a good deal will always reinforce the employer branding of the company.<\/p>\n
Learning from mistakes is the key to evolve<\/p>\n
So far, the 7 main mistakes of any recruiter. Remember that learning from mistakes is the key for not failing again. In the end, your goal must be to stop chasing the talent and get this person to come to you. It is not an easy task and you will always continue making mistakes, but every time you will be a better recruiter.<\/p>\n
![\"\"](\"https:\/\/factorialhr.com\/wp-content\/uploads\/2019\/09\/12132342\/Factorial-for-HR-banner-300x63.jpeg\")
<\/p>\n","protected":false},"excerpt":{"rendered":"
Surely you already know that your task is much more than incorporating new members. Your role is to communicate with him and to generate business culture. In all this work there are successes, but also mistakes and failures, recognizing them and treating them is the basis for achieving even greater successes in the future.<\/p>\n
Hiring a Bad Cultural Fit:<\/span><\/strong><\/h2>\nLet’s get in the situation. You have been told to find urgently a person for a vacant position of senior marketing manager because the company has an urgent need to fill that position and you have already interviewed a good number of candidates, but you can not find that profile that fits, what are you supposed to do? The logic says that you should keep looking until you find the ideal profile, but the pressure you are subjected to close the contract is huge, so you and your team decide to incorporate the “less bad” option that you have interviewed until that time. moment. The previous decision will probably end with the following result: the candidate hired in a short time must be dismissed or leave on their own, as it will not fit with the business culture. This will cause a huge problem for the company, as it will have lost time and resources in hiring, and should start the search for a new person to fill that position.<\/p>\n
So, what a priori seemed a good choice at least to solve the need for the company, it ends up producing the opposite effect to the persecuted, sometimes a perfect curriculum is not everything.<\/p>\n
Drawing Out the Selection Process:<\/span><\/strong><\/h2>\nBut at the same time, the selection processes should not be eternalized. Lengthening the processes can only mean a reduction of efforts for the company. Obviously, the processes must be carefully detailed, but that does not mean being slow. A long selection process hurts everyone. It hurts you, the company and also the candidates. An agile, efficient and dynamic process is the solution.<\/p>\n
Expecting a Linear Selection Process:<\/span><\/strong><\/h2>\nA selection process can have different phases. Candidates can be called to different interviews, if that is the case, you should avoid asking and evaluating exactly the same in all the interviews. Each of the contracting phases must have a specific objective and each one must be accompanied by specific questions and elements, do not fall into redundancy.<\/p>\n
To avoid these errors you must plan properly the selection plan and if you are more than one person in the department or the people involved in the process, actively collaborate together.<\/p>\n
Failing to Keep Candidates Informed:<\/span><\/strong><\/h2>\nIf you are interested in one of the candidates you have interviewed, or you are hesitating between several options, do not lose contact with him. Maintaining contact will help you position yourself in the minds of pre-selected people as a preferred option. In addition to the above, maintaining contact with the candidates allows you to humanize the process and make it less bureaucratic and cold.<\/p>\n
<\/p>\n
Finishing Interviews Abruptly:<\/span><\/strong><\/h2>\nSurely not all the people who interview meet all your expectations, but all of them deserve your respect. All the candidates have dedicated their time to interview you, you have their expectations and hopes and deserve to receive a good deal on your part.
\nIt is not about you selecting these people, but about doing the interview normally and not cutting them badly. You never know if in the future you might be interested in that person for another position (or you can become a client of your company) and, in addition, a good deal will always reinforce the employer branding of the company.<\/p>\n
Learning from mistakes is the key to evolve<\/p>\n
So far, the 7 main mistakes of any recruiter. Remember that learning from mistakes is the key for not failing again. In the end, your goal must be to stop chasing the talent and get this person to come to you. It is not an easy task and you will always continue making mistakes, but every time you will be a better recruiter.<\/p>\n
<\/p>\n","protected":false},"excerpt":{"rendered":"
But at the same time, the selection processes should not be eternalized. Lengthening the processes can only mean a reduction of efforts for the company. Obviously, the processes must be carefully detailed, but that does not mean being slow. A long selection process hurts everyone. It hurts you, the company and also the candidates. An agile, efficient and dynamic process is the solution.<\/p>\n
Expecting a Linear Selection Process:<\/span><\/strong><\/h2>\nA selection process can have different phases. Candidates can be called to different interviews, if that is the case, you should avoid asking and evaluating exactly the same in all the interviews. Each of the contracting phases must have a specific objective and each one must be accompanied by specific questions and elements, do not fall into redundancy.<\/p>\n
To avoid these errors you must plan properly the selection plan and if you are more than one person in the department or the people involved in the process, actively collaborate together.<\/p>\n
Failing to Keep Candidates Informed:<\/span><\/strong><\/h2>\nIf you are interested in one of the candidates you have interviewed, or you are hesitating between several options, do not lose contact with him. Maintaining contact will help you position yourself in the minds of pre-selected people as a preferred option. In addition to the above, maintaining contact with the candidates allows you to humanize the process and make it less bureaucratic and cold.<\/p>\n
<\/p>\n
Finishing Interviews Abruptly:<\/span><\/strong><\/h2>\nSurely not all the people who interview meet all your expectations, but all of them deserve your respect. All the candidates have dedicated their time to interview you, you have their expectations and hopes and deserve to receive a good deal on your part.
\nIt is not about you selecting these people, but about doing the interview normally and not cutting them badly. You never know if in the future you might be interested in that person for another position (or you can become a client of your company) and, in addition, a good deal will always reinforce the employer branding of the company.<\/p>\n
Learning from mistakes is the key to evolve<\/p>\n
So far, the 7 main mistakes of any recruiter. Remember that learning from mistakes is the key for not failing again. In the end, your goal must be to stop chasing the talent and get this person to come to you. It is not an easy task and you will always continue making mistakes, but every time you will be a better recruiter.<\/p>\n
<\/p>\n","protected":false},"excerpt":{"rendered":"
If you are interested in one of the candidates you have interviewed, or you are hesitating between several options, do not lose contact with him. Maintaining contact will help you position yourself in the minds of pre-selected people as a preferred option. In addition to the above, maintaining contact with the candidates allows you to humanize the process and make it less bureaucratic and cold.<\/p>\n
<\/p>\n
Finishing Interviews Abruptly:<\/span><\/strong><\/h2>\nSurely not all the people who interview meet all your expectations, but all of them deserve your respect. All the candidates have dedicated their time to interview you, you have their expectations and hopes and deserve to receive a good deal on your part.
\nIt is not about you selecting these people, but about doing the interview normally and not cutting them badly. You never know if in the future you might be interested in that person for another position (or you can become a client of your company) and, in addition, a good deal will always reinforce the employer branding of the company.<\/p>\n
Learning from mistakes is the key to evolve<\/p>\n
So far, the 7 main mistakes of any recruiter. Remember that learning from mistakes is the key for not failing again. In the end, your goal must be to stop chasing the talent and get this person to come to you. It is not an easy task and you will always continue making mistakes, but every time you will be a better recruiter.<\/p>\n
<\/p>\n","protected":false},"excerpt":{"rendered":"
\nIt is not about you selecting these people, but about doing the interview normally and not cutting them badly. You never know if in the future you might be interested in that person for another position (or you can become a client of your company) and, in addition, a good deal will always reinforce the employer branding of the company.<\/p>\n
<\/p>\n","protected":false},"excerpt":{"rendered":"