Are you having trouble getting a certain position filled? Or is the problem that you can’t keep the position filled because your new hires keep quitting after their first week?
If so, you’re not alone. These problems are very common, and so are the issues that cause them.
Usually, these staffing troubles result from errors with hiring. For example, many recruiters rely too heavily on their standardized employee recruitment process. Others put too much stock on their own personal biases when hiring new employees.
Lucky for you, we’re going to teach you how to avoid these errors from now on. Keep reading to learn more.
- Hiring Only One Type of Person
Posting job openings usually attracts a wonderful variety of applicants. Unfortunately, many employers subconsciously set their minds on one specific type of applicant. Usually, it’s someone that matches their own personality and work ethic.
These bosses repeatedly hire the same type of employee and reject everyone else. The result is a lack of diversity that makes for a very exclusive and dysfunctional company culture. Such a narrow-minded approach actively repels diverse applicants who might otherwise be interested.
- Hiring Decisions Based on Bias
That’s only one example of how personal biases lead to poor hiring decisions. Since you know your biases better than anyone, watch out for them when hiring new employees. Keep yourself on high alert against these biases throughout the hiring process.
- Being Too Hasty
Nothing makes waste like haste. A rushed decision is almost always a bad one, especially while hiring.
As a specific example, don’t give applicants the benefit of the doubt concerning any missing information. If they fail to provide their qualifications, work experience, or any other info you request, don’t hire. Assume the worst about this information until they place it in your hands.
- Being Too Removed From the Hiring Process
Don’t rely solely on your standardized hiring procedure. If you do, you might as well let your computer hire employees for you.
You are there to cast your personal judgment. So, do it.
- Assuming Your Offer Is Accepted
Don’t count your unhatched chickens. An accepted employment offer is not the same as a filled position. The candidate still may change his/her mind.
To prevent this, don’t send them away empty-handed. Get them involved with your company as they leave.
A great way to do this is by giving them new-hire packets with required reading and orientation information. This shows that you’re invested in them. Then, they’ll be less likely to reconsider.
- Overlooking Qualified Applicants
If you think there are no qualified applicants available, you’re wrong. You’ll find loads of them if you seek them out instead of waiting for them to come to you.
For example, if you need software developers, do an online search for “Minecraft developers for hire.” Many of these qualified applicants can even work for you remotely.
Also, don’t forget about previously rejected applicants. A lot of them are still out-of-work and just waiting for a second chance.
Don’t Make These Errors With Hiring
Remember what you learned here today so that you can avoid future errors with hiring. Write these points down or keep this page bookmarked for reference.
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