The problem of selecting the wrong employee is much worse than not finding an employee at all… Therefore, recruitment officers must be aware of how to avoid hiring mistakes, which we summarize in this article as the most common errors:
1-The hiring process is verrrrrry fast
If the hiring process is too quick, the recruiter might overlook or skip some key and important factors, such as the duration of the interview, practical tests, preferences, and final filtering. This could lead the company to hire the wrong candidate. Therefore, clear and detailed procedures for the hiring process must be provided.
2- Lack of a job description or use an old one
We must remember that the absence of a job description for the required position is an administrative disaster that makes the hiring process haphazard and confusing. Additionally, the job description that was used a few years ago for a position may change and evolve over time, which means you might end up hiring an employee who does not meet the current requirements of the job.
3- Job description is brief and not comprehensive
Using a job description that does not include all the details of the required position may lead the company to hire the wrong candidates. And for this reason, hiring managers must include all qualifications, experiences, and personal attributes that the job candidate should possess to perform their job in the job description.
4- Waiting for the ideal candidate
You might have an image of the ideal employee in your mind. But while you wait for his appearance, it may never happen, because the employee you have in mind might be one of those very rare and hard-to-find talents. Therefore, recruitment experts advise in such cases to hire someone who can meet most of your main requirements and also possesses good interpersonal skills, including the ability to learn, train, and adapt to your company’s culture.
5- Choosing the wrong recruitment agency
One of the most important points that must be available in the recruitment company you deal with in selecting your employees is that the company should be licensed, and its official records should be valid and accessible for review. Additionally, the company should have a website that reflects its strength, be present on social media platforms, and have a distinguished geographical location that makes it easy for job seekers to reach.
Essam Salah – Business Consultant
