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Costly Hiring Mistakes You Should Avoid

Published: July 14, 2017

Recruitment is not an easy job. Being a recruiter, you must be well-versed with the intricacies of the cost-to-hire metrics and might even be concerned about the increasing costs of recruitment without any significant returns.

Every organization follows their own set of standards while hiring employees for various job roles. However, if your recruitment expenditures are consistently increasing without bearing any returns and the increasing turn-over is also giving you concerns, this might be an indication of some critical loops in your recruitment patterns.

Here’s an insight into some costly hiring mistakes you might be making and how you can avoid them.

Not Conveying Your Requirements in Writing

This should be the most crucial aspect of the hiring process. A majority of organizations advertise a vacant position in their organization without actually understanding the requirements of the job roles.

While articulating your job specifications, take another sheet of paper and list down the attributes of the ideal candidate for the job role. This elaborate understanding of the job responsibilities as well as the requisite skills will help you make more profitable recruitment decisions.

Getting Impressed by the Irrelevant Wow Factors

When you have advertised for an open vacant position, know that you will be receiving dozens and even hundreds and thousands of applications for one specific role. You will receive some really good candidate profiles, some just okay, some really bad ones too and yet there might also be exceptional resumes with stellar performances but of absolutely no use for you.

Don’t get swayed by whatever wow factor comes your way. A candidate holding some exceptional cynosures on their profile might not perform as good in your specified job role and hiring such wrong candidates won’t add any significant value to your resources.

Instead, it will turn out to be an ultimate waste of money and resources. Therefore, while sifting through and short listing candidates, make sure that you stay focused on the intricate specifications of the job roles, instead of being impressed by everything presented in front of you by the potential candidates.

Preferring Generalists for Special Job Roles

Employers are generally tempted by versatility and prefer hiring ‘jack of all trades’ instead of masters in their specific fortes. This is generally considered as a smart move since it makes it convenient for the organization to prepare and foster future leadership.

However, while this generalized versatility might render its benefits in general roles, it won’t reap optimal benefits in designations requiring a specific set of skills. Therefore, being a recruiter you must have a clear idea about the various job roles in your organization and where should you employ generalists and specialists.

Short-Term Recruitment for Long-Term Roles

The recruitment process involves certain definite costs in terms of time, efforts and resources. Therefore, while making sure that you look for long term prospects and clarify it to the candidates while conducting interviews for the job position.

Ask open and direct questions as in what prospects and aspirations they hold regarding the job and if they really want the job position offered by you. Ask them the potential hindrances that might affect their association with your organization in future.

This will allow you to choose the right candidates ready to serve in specialized roles and help build a loyal and sustainable workforce for your organization.

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