When you’ve already uploaded some job vacancies for weeks and still unfilled, probably you would abruptly start to panic. Then you met someone almost fit for your standard and they get hired. Was that choice right? Here are a few tips to avoid recruitment mistakes you could make in interview process.
1. You won’t need the second best
You spend your time to build a list of criteria not to find the wrong person. Leave the vacancy a little longer isn’t a bad idea when considering to result in a long term rather than filling it with a poor hire. Many hiring managers can fall into this trap. A candidate get hire because he showed up with a clean shirt and pulse and an average ability far from what you ever expected but still better than other who ever came to interview? Only if you take the recruitment process and interview seriously, more importantly not rushing through it, you could avoid this trap.
2. Don’t always trust your gut
It takes just a blink of an eye to evaluate someone at the first met. In this short time, you, as a normal person, will forms an opinion about candidates based on their appearance, their body language, their demeanor, their mannerisms, and how they are dressed. But don’t let it control your whole emotions and decisions to hire. Look for the evidence in their past performance and history experience, not where they live and what they’re wearing. It’s easier to hire someone you like or have a good feeling about them, but spend 30 - 40 minutes doesn’t mean you know them, instead, use that time to explore applicant’s potential and assessing abilities.
3. Let they speak up, not you
Let these candidates know more about your company’s policy and their duty is a good way to attract and clear their mission. However, don’t go into sales overdrive, spend most of the interview time only to brag about your company. Remember the formula for a successful interview is 20/80 – in which 20% of the time you will talk and other 80% only to listen to the candidates. Interview is the chance to seek for the suitable employees and express the profession of the company. Suffering in this trap will make you lose the opportunity to find the best ones.
The war for quality talent is getting fiercer. So if you are lucky enough to have identified that ‘diamond in the rough’, and you have them sitting right there in front of you, you need to ensure you make the most of the situation … and not waste either party’s time
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