Hr Consultant Mumbai India, Placement & Recruitment Agency, Soft Skill Training Mumbai, Corportate

By Author: Rajeev Bhatt
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5 Big Hiring Mistakes recruitment consultants in Mumbai commit
Any HR consultant in India will agree that smart hiring is an art, but any form of art overdone can turn ugly. Similarly hiring an effective staff is important but there are some mistakes people commit when trying to find the right people. These mistakes can affect the company as a whole because human resources are a very important factor in determining a company’s success. Recruitment agencies in India are always on the look for the best crop however, while one is on the search there are a few common mistakes companies make when hiring, that lead to a cultural and/or skills mismatch.
Some of these are listed below:
1. Overly narrow job specifications.
Many job posts today list ridiculous requirements for skills which could be learned by a smart employee in a matter of days on the job. The result is one limits oneself, turning off qualified candidates, and making one’s search more difficult. Look for a worker whose fundamental strengths and qualities make ...
... him an excellent fit – not one who knows how to operate each piece of a highly specific software or equipment.
2. Trying to find someone last minute.
Last minute is rarely good. It is always better to be prepared. Otherwise you could end up scrambling and making forced decisions that result in a bad fit. When you do find yourself needing a worker, staffing and temporary agencies are good bets because they already have a pool of candidates they’ve evaluated for you.
3. Don’t prep the candidate for the interview.
Set your candidate up for success. Why wouldn’t you give them information they need about the job requirements, the person interviewing them, and the company before their interview? A really smart candidate will ask for that information. To provide it is making your hiring process more efficient and effective.
4. Not talking about the job and work enough.
Often interviews go like this: you ask questions about the worker’s resume and past employment history. You chat with them and size up the way they conduct themselves in the interview and their ability to answer your questions. But you fail to get into detail about the actual job requirements and ask specific questions related to if the worker has the ability to fulfill these requirements and want to fulfill these requirements.
Remember, you’re not interviewing someone to learn about their past or how well they interview; you’re interviewing them to find out if they can and want to do the job you need done.
5. Inadequate reference checks
More people than you think lie about their history and/or provide irrelevant references. As an employer, you should ask for specific references for people who worked with the candidate, and you should follow through in checking them. Otherwise don’t be surprised if you wind up with a wrong person.
Personality assessments can help companies hire the right employee - and retain them longer. And employee retention saves companies money and valuable time due to lost productivity and costs associated with recruiting and hiring. Thus, make the right choice. It is always smart to look before you leap.