Hiring staff involves investing time and money for a company. Making a bad choice can have repercussions: economic expenses, lost time, low productivity and delaying meeting goals.
These consequences are greater in small businesses whose survival also depends on the talent they hire. This is because they lack human resource areas and defined job profiles or strategies, even do not always adequately convey the ideology of the company. 70% of employees change jobs because they do not agree with the philosophy or because the conditions are not established from the time of the interview.
The most common mistakes made when recruiting staff is not having a plan and accelerate the process in the face of the urgency of having a new element
The costs of putting an unfit person in a position is the loss of three months of salary, which is equivalent to a probationary period. However, this time, which is guaranteed by law, gives the company the possibility of dispensing with the employee without having settlement costs.
They do not work
Discarding a person who is overqualified is a common mistake in hiring and a counterproductive measure because the company loses a talent opportunity that could help
Another is not to verify the information of the curriculum or the references and not to complement the interview with psychometric tests. Even the personality and the position must be taken into account, because there are vacancies that do not require treatment with people, but in others as sales is fundamental
The area of greatest job turnover is sales, the younger generation is less time-consuming: one to two years. Among the reasons is not to increase the established leave or the lack of agreed benefits, to work more hours or to not fit in the working environment.
Remember that false expectations create job dissatisfaction and a loss of productivity of 35%, which is reflected in a failure to pass on to other employees. Also, 98% of those who lie on their curriculum are discovered by checking the recommendations or testing them.
Specialists call for combating poor recruitment practices by training the recruiter, providing them with tools and techniques that help them choose the best job profile, perform the necessary tests and know how to tell the applicant the level of growth they can achieve.
In key positions, the immediate director or boss should be involved, be part of the interview or perform tests that assess the applicant’s skills. They emphasize doing the same process of recruiting the recommended people and not passing the filters without their hiring. This to avoid economic losses and time.
The need not to be carried away by a first impression, whether the charisma captivates the recruiter or gives a bad impression. Skills and competencies must come first.
On average there are five different professions competing for the same position, for example a marketing vacancy may be covered by someone in administration, communication, commerce or engineering. In order to choose the best candidate, all tests must be carried out and must not influence value judgments.
