Creating a hiring plan and selecting a strong hiring panel can be challenging, even for experienced HR professionals. If you’re looking for the right candidate for your vacant position, the information below can help you avoid recruiting pitfalls that could lead to hiring the wrong person.
1. Not Screening Over Telephone
A typical job recruitment can garner 100 job applications or more. Sorting through those applications can be difficult. Applications all start to look alike, after a while! It’s important to bring in the most qualified candidates for your position, so how do you choose which ones to meet in person?
Screening over the telephone is one way to rank potential candidates to interview, which can help you whittle down your list to the best 5 to 7 interviewees to meet in person.
2. Not Selecting a Diverse Hiring Panel
Diversity is a strength. Diversity leads to innovation and a stronger work product. One of the ways that you can diversify your workforce is by selecting a diverse hiring panel. The more perspectives you invite into the hiring process, the easier it will be to spot strong candidates from backgrounds that are unlike your own.
Assembling a diverse hiring panel may require you to borrow staff members from different sections or divisions of your company. It’s worth it! Bringing in people with less personal knowledge of the position may lead to some interesting and insightful observations during the interviewing process.
3. Asking the Wrong Interview Questions
The questions you ask during the interview process should be open-ended and aimed at generating conversation, but not too general. Getting your candidates talking is one way that you can learn about their strengths and weaknesses, their communication skills and how they collaborate with others. Questions that are too general may not give you and the hiring panel the information to decide whether a candidate is the right one for the position.
Avoid questions that generate simple “yes” and “no” responses, and questions that do not require a candidate to speak to specific skills that you would like them to have. For example, the interview question “tell me about your budgeting skills” is vague and may generate an equally vague response. The interview question “What process would you use to establish a budget for a newly formed program within your company?” will tell you a lot about the way your candidate thinks, and their level of expertise in the subject area.
4. Not Performing Criminal Background Check
Criminal background checks give you some of the information you need to determine whether a candidate is trustworthy, responsible and honest. Performing a comprehensive criminal search is especially important for high-level positions and positions that interact with children, elderly, confidential information and more. Contact Screening Intelligence today to find out more about our affordable, reliable criminal background checks.
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