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14 Bad Hiring Practices And What You Can Do To Improve

Posted by | October 4, 2017 | Interviewers, Interviews

Via Forbes : 14 Bad Hiring Practices And What You Can Do To Improve

The hiring process is long, involved and expensive. There are a lot of different hoops to jump through, including creating an ad that draws in the right candidates, sorting through a horde of resumes — not all of which will be worth your time — and then running through the interview process, with its myriad of quirks and pitfalls.

Given all the different people and aspects involved in the process, it’s remarkably easy for things to go off the rails, or for bad practices to slip into the system. A good interviewer knows that having a clean application system, one that won’t drive away candidates, is crucial. Job postings not only need to include a pay range, but should clearly specify what tasks and duties you’re looking for someone to perform.

That clarity has to continue after the interviews are complete, as well: Candidates who know what steps are coming next, and what information they’re likely to get — and when — are more likely to sign on when an offer arrives. After all, interviewees are reviewing a company as much as the company is reviewing them, and the most skilled and talented candidates are perfectly aware they have other options if things don’t look right.

So where can your hiring process improve, and how can you get the most out of your interviews? Members from Forbes Coaches Council have the following advice:

1. Upgrade Your Applicant Tracking System

The first impression a job candidate has of a company is how difficult it might be to apply for a job. Good companies with antiquated applicant-tracking system computers can frustrate the job candidate to no end. Instead, companies should go through their application process to see if it is easy or difficult, in order to evaluate if an upgrade might be needed. – Rebecca Bosl, Dream Life Team

2. Don’t Be Corpo-Robotic

Companies must stop viewing the interview process as a necessary evil. It’s a great chance to be human, relatable and caring to every candidate, instead of being perceived like every other robotic corporation with people who don’t prepare, ask the same useless questions and end up hiring based on the same biases as usual, leading to disastrous hires and turnover rates. – Yuri Kruman, Master The Talk Consulting

3. Include Pay Range On Your Job Posting

Set fair and equitable compensation structures for your company, and then make these standards clear on the application or in the initial phone screens. This will save time for you and the candidate if the range is no longer a good fit. It will also improve overall culture by reducing salary resentment between coworkers. – Lindsey Day, Magnetic Career Consulting

4. Be Clear On Key Aspects Of The Role

When managers use interview intuition and resume roulette to make hiring decisions they make big mistakes. Hire people who will be motivated and inspired by the accountabilities of the role. Ensure from the questions asked during the interview that this is the right person to do the work. Not being clear on the key accountabilities for the role is a bad practice, one that can easily be solved. – Shawn Kent Hayashi, The Professional Development Group LLC

5. Don’t Use A Recruiter Who Isn’t Familiar With The Position

Repeatedly, I’ve seen and heard of companies using a recruiter (even internally) to screen potential employees without knowing much about the position or role. This is a mistake. The potential candidate is interested in knowing the details to see if it’s a good fit, but also to offer value to the position. This can’t be done with little or incorrect knowledge of what the position entails. – Kelly Meerbott, You: Loud & Clear

6. Be Prepared For The Interview

The interviewer must be just as prepared for the interview as the potential job candidate. An interviewer who is distracted, underprepared or indifferent to the interview process sends a clear signal that the candidate has little value to the organization. It is unlikely that the most qualified candidates will accept a job offer! – Erin Urban, UPPSolutions, LLC

7. Don’t Create Too Many Hoops

Avoid having candidates go through a never ending gauntlet of interviews. Meeting with 10, 15 or 20 people will not ensure that you are hiring the best person for the job. As a matter of fact, it may sabotage the process because you can never get that many people to agree. Determine what your criteria are, who can help make the decision about the candidate and who adds value to the process. – Edith Onderick-Harvey, NextBridge Consulting, LLC

8. Don’t Make People Wait During Scheduled Appointments

I have found making people wait when they have a scheduled appointment with you, interviews included, leaves a person feeling devalued and disrespected. Keep this in mind and honor your appointment times. This will demonstrate respect those who are there to meet with you. Their time is as valuable as yours. – Michelle Braden, MSBCoach, LLC

9. Don’t Dominate The Conversation

Avoid dominating the interview by speaking the whole time. It’s often said in journalism that the person who gets the other person to talk more wins the interview. Ask thoughtful behavioral questions to assess “fit.” See what the candidate knows about the group. Have they done their research or conducted informational interviews or looked at the web site? Resist babbling about the company. – Joanne Markow, GreenMason

10. Don’t Seek Free Consultancy Work From Interviewees

It’s important that employers understand how a candidate approaches challenges through their thought process. However, many employers cross the line by asking for free work, lists of potential clients or consultant type solutions with no real intention to onboard. If the interviewing process is extended, do not rob candidates of their intellect in an effort to impress. – LaKisha Greenwade, Lucki Fit LLC

11. Resist The Temptation To Dig for Dirt

News flash for employers: Candidates are human, too. It’s likely they’ve taken at least one job in the past that wasn’t a good fit or struggled early in their careers (perhaps you’ve done the same?). Instead of interrogating interviewees about negative items, encourage open communication about what interests them and what they could do for you. You might find your ideal candidate a little faster. – Laura Smith-Proulx, An Expert Resume

12. Your ‘Gut’ Is Not A Recruiter

“I know it when I see it.” “I kinda go with my gut.” This approach is the biggest issue that companies have when it comes to recruiting and interviewing. While your “gut” may react to a candidate, it is not your best gauge of the candidate’s abilities. Instead, interview against a set of competencies that support the job description, with behavioral-based questions addressing each competency. – Kathleen Taylor-Gadsby, KTG Leadership Solutions

13. Don’t Ask About Previous Pay

When salary history questions are asked in the beginning of an interview, like, “What is your previous salary or what is your current salary?” there is an expectation that a candidate will disclose their personal information. Often salary questions are asked before qualifications have been discussed. This practice leaves candidates wary of the corporate brand, culture, pay equity and the hiring process. – Elva Bankins Baxter, Bankins Consulting, Inc.

14. Don’t Neglect To Share Next Steps

Often, job candidates leave the interview with no clue about what happens next. I believe the candidate should be aware of expected communication, whether or not the candidate receives a job offer. The interviewee is also interested in other details, such as how long the resume will be on-file and active, time frame for the hire decision and whether more interviews may be required. – Deborah Hightower, Deborah Hightower, Inc.

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