Is Your Hiring Process Broken? Here Are the Signs:

If there is one thing you should know about the hiring process, it's that it does not fail for mysterious reasons or all of a sudden. The good news is that most hiring endeavours fail due to predictable reasons, and some have warning signs too. 

These are the ten most common warning signs that say your hiring process is broken. Most of these signs appear early in the process, so pay attention, or you will waste months trying to hire the right candidate. 

 

1. You fail to define desired business outcomes

Desired business outcomes are the highest-level objectives of a business, such as increased retention rates, increased revenue, and reduced costs. A hiring manager should clearly define the desired business outcomes so candidates can get an accurate view of your company's goals. 

If the candidate does not know your company's desired business outcomes, they will think that your company has no goals. 

 

2. Unattractive job ads

Bad job ads attract bad applicants. Don't post a dull job description because the candidate will not notice your job ad at all. Focus on the headline of your job ad and ensure your ad's tone fits your company (serious, creative, committed).

 

3. Slow response to applications

Imagine checking the application status and seeing hundreds of resumes waiting to be scanned. The crucial part is to be consistent when checking these resumes. 

The best candidates don't stay unemployed for long. If you wait too long to reply, the candidate will think that your hiring process is sluggish and indecisive. That thought will also influence their impression of your company. 

 

4. Focusing too much on finding the perfect candidate

Many hiring managers use the resume to make assumptions about the candidates. What they should do is talk to them. Don't screen resumes to look for the perfect candidate or pre-judge them by their title instead of their qualifications. 

A resume does not tell you the whole story. A great resume can hide a mediocre candidate and vice versa. You will only waste time and lower your candidate pool's quality when you try to carefully screen resumes.

Even if you're conducting interviews virtually, you could still make the same hiring mistakes.

 

5. You don't have enough time for interviews

There are times when you have to interview many candidates, but you don't have enough time. Don't make the mistake of scheduling the interviews for weeks or months.

Instead, try to schedule the hiring process like you would schedule any project. When you group your interviews into one week, you can act decisively and move quickly between interviews. That way, you will have more time to review these interviews. 

 

 

6. Too much emphasis on salary and not fit

When you set a salary budget ahead of time and do not consider the job market for the position, you will lose out qualified candidates because what they are looking for is outside of your budgeted salary. 

Don't ignore market realities and don't hire just to fit the budget. You will end up hiring the wrong candidate, leading to poor productivity and chronic turnover. 

The best move is to fight for the budget you need. Look at the most qualified candidates and pay a fair "market rate" for their skills. If you can't, prepare a clear and justifiable explanation for why you are paying them under-market. 

 

7. The final candidate is not the chosen one

After a long and gruelling interview process, only one candidate remains. However, you may be very sceptical about their ability to perform. It is more nerve-wracking to decide whether you should hire them or not instead of choosing two final candidates. 

When you have the choice between two candidates, you tend to make a better decision. 

 

8. You failed to check the candidate's references or background

What happens if the candidate you are about to hire possesses a fake degree, and you forgot to verify their information? 

The worst thing you can do in an arduous hiring process is not checking the candidates' details. Contact their references and verify their information before you offer them the job. 

 

9. You gamble when negotiating salary

When you gamble on salary negotiations, you are leaving them to change. Instead, address the salary early in the interview process. 

Do not make an offer without knowing how the candidate might receive it. 

 

If you think any of these warning signs sound familiar, you should review your hiring process and take it to a new and higher standard. 

 

Source: Staffing Advisors

 

 

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