Common Mistakes Pointed Out By Executive Search Consultants In The Hiring Process Of Organizations

When it comes to hiring new talent, most organization fail to present their organization as a place which will offer great job satisfaction to the prospective employees besides providing them ample avenues for personal and professional growth. This in turn affects the quality of the candidates they hire and also tends to diminish the performance and efficiency of the workforce in the long run. According to the most experienced and renowned executive search consultants, this problem can only be overcome when the business organization start focusing on building a good internal brand image for the employees. The first step in this direction requires the recruitment boards within the organization to avoid committing the following five mistakes during the hiring process.

· Since placing a job advertisement is the first step in the recruitment process, business organizations need to ensure that they clearly define the roles and responsibilities of the candidates in the same. It is also important for the recruitment team to provide the shortlisted candidates with an insight on the growth opportunities they are likely to get upon being hired for the position.

· Most organizations do not provide the shortlisted candidates with an accurate time table of the hiring process. This trend of keeping the candidates guessing does not create a really good impression about the organization in the minds of the candidates. In addition, it leads to the buildup of anger and frustration amongst the candidates as they are in a dilemma about taking up any other job offers that might be coming their way.

· Another major mistake committed by business organizations during the hiring process is to treat the candidates in a frivolous manner. Not arriving at the interview venue on the given time, or failing to respond to the emails and phone calls of the candidates in a satisfactory manner and other such actions send negative signals to the prospective candidates. Most leading recruitment firms in India, advice against this behavior as it tend to make the minds of the candidates prejudiced against the organization they might soon be working for.

· It is also important for the interviewers to come to the venue fully prepared with the type of questions they would be asking the candidates. The interviewers should also not measure all the candidates with the same stick as this will definitely not help them in hiring the best candidate for the job. Rather they should take time to study each candidate profile individually and interview them in accordance with the same.

· Finally when the interview is over, the recruitment team should provide the candidates with an exact time period in which they will be informed about the results. It is also advisable not to stretch this time beyond the maximum duration of 7 working days, as this might make the candidates restless and even disinterested.