8 Mistakes That Cost You Key Hires

All enterprises wish to hire the best talent available. But more often, the best candidates do not join a particular organisation.. Considering that interviews are the first impressions about an organisation, brainstorm over the following questions: Are the interviewers giving out the right vibe and setting the correct tone for candidates? Is the entire hiring process effective enough to attract the right talent? The organisation should also set policies and procedures to make the entire hiring process seamless.

What not to do

It is customary to deem candidates unfit if they reject a rolled-out offer. But it could have been a case of the organisation failing to convince and attract the best talent in the market. While some reasons for this can be totally out of your control, there are certainly things that you, as an enterprise, can do differently to ensure that you don’t lose out on the right talent for your organisation.

1. Vague/Incorrect job descriptions

   The candidates that end up in your interview rooms are the ones that caught your bait, your job description. If you think the candidates are unfit, you may need to revisit the job description that you have put out. Who are you targeting? What are your expectations? What are the skill sets that you are looking for? The skills that actually make a difference—the ability to prioritise work, negotiation skills and effective communication—are often missed in the job description.
   Avoid vague job descriptions; they may not actually help in attracting the right talent. Give a detailed description of the skills that you expect.

2. Unrealistic expectations

   Are you searching for the non-existent “purple squirrel”? Often, unrealistic expectations from candidates can lead to many good profiles being filtered out from the system. Perfection pushes away candidates for the simple reason that it may be too stressful for them to live up to something that could well be fictional. Put aside expectations of perfection and test candidates for skills that matter.

3. Not reviewing applications regularly

   You’ve put up a well-written, detailed job description and are waiting for that perfect candidate to show up. Your job, as an enterprise, does not end at putting up job requirements on portals. If your hiring team does not go through applications often enough, be assured that you may have missed your diamond. For, if a candidate does not hear from you in good time, his or her interest in the company and the job will diminish.

4. Lack of preparation

   Your candidates put in a lot of effort and prepare well. They put their strengths on the table. Have you ever imagined how they’d feel if the interviewers appeared unprepared for the interview and asked boring questions that may not be challenging? Prepare questions that challenge candidates and assure them of growth.

5. Focus on you rather than the candidate

   Hiring for a job role is a two-way street. It is not only the candidate that is being evaluated; the organisation is being tested too. If the interviewers harped about the organisation, paying no heed to what the candidate is saying, it won’t take long for them to turn away to find a place more challenging.

   Ensure that your interviewers talk about the job and the challenges involved, as also about the candidate’s skills that impressed the panel.

6. Rough candidate experience during the interview

   If the interview panellists communicate in an unclear and rude manner, a good candidate is sure to turn down your offer. An organisation should take efforts to ensure a seamless candidate experience throughout the recruitment process.

7. Taking time to get back

   While it is extremely important to ensure a seamless experience for the candidate, it is equally critical to get back to the candidate with an offer or a rejection. If you take time getting back, even with a lucrative offer, there is no guarantee that the candidate will still be interested.

8. Hiring for past prowess rather than for skills

   A candidate loses interest in a job if there are no challenges that will push him or her towards upskilling. The interviewer should identify what a candidate can do to positively impact the growth of the organisation.

Considering the options that are there in the market, hiring a good candidate is a challenge. Set a clear, transparent process that is communicated to every stakeholder in the hiring process. An empathetic, simple process will ensure that the best talent in the market is attracted to your organisation.