Job Seekers Speak: Bad Hiring Practices You Should Avoid
There are often a thousand and one resources for job seekers on how to get themselves from the application to hire. The resources usually range from how to make sure your application for a job is top-notch, how to make yourselves hirable, how to impress your employers, and a thousand other resources on how to get the job. But while we focus on helping job seekers get the job, we must also look into several issues with hiring practices today across different industries.
If you ask job seekers about their experience with this flawed hiring process, you will be awed at the number of mishaps many employers are accommodating in their hiring system.
When hiring talents, it’s not a business of anything goes. Poor hiring practices will not only create a wrong impression of your company to potential hires, they will also cost you a great deal, including making it impossible to filter through the thousands of resumes to hire the best talent for your organization.
Don’t take (just) our word for it. For this article, we went through the internet hole to reveal the different experiences job seekers have in the job hunting business. You will see the issues in their words and recommendations in our voice.
Let’s get into it!
Ideally, one interview, with the resume and portfolio, is enough to give you good information about the applicant. However, if hiring for a mid-level role, you could have two and three/four for a senior position at the maximum.
There is no reason you should take applicants through several stages before choosing your preferred talent.
The best approach is to create a form with a recruitment system like Workable, Indeed, Linkedin, etc., including all the details you would like to know about the applicant, like why they want to join your company and their best project. You can even ask them to make a video if you consider this necessary for the role. Then, you can create a test to assess their skills.
With all of these, you have no reason to spend weeks assessing one talent.
Some companies have a habit of failing to respond to candidates after the interview. This is something that you must consider important in your hiring process.
Whether or not the talent was hired, take the time to respond about the next steps, and you could include pointers for their following interviews. If you delay reaching a decision, let the candidate know what happened and when they can expect to hear from you.
Make your hiring process as transparent as possible, and one of the ways to do that is to state the basic pay in the job ad or at least let the candidate know in the pre-screens. If you do not want to say the exact payment, you can state the salary range; this will save you and your candidate some time.
Enough of asking for 7+ years of experience when you need an entry-level or drafting a job description that accommodates ten roles in one…job seekers are tired of seeing this.
Your hiring process begins with the job ads and descriptions. As a hiring manager, ask questions like, “What do you want? How much skill/expertise do you require? Are you looking for evident skill, or do you need someone with experience in the field?
These questions will help you draft the proper job description and attract only the right talent.
When it comes to hiring, you cannot overlook any phase. You must consider the job description, job ads, interview, and onboarding process. Some HR professionals think team culture begins when the applicant begins the job, but your workplace culture starts at the door, in this case, your hiring and selection process.
What is one lousy hiring practice you would like to bin?
