Hiring problems and how to avoid them

Document Sample
Hiring problems and how to avoid them Powered By Docstoc
					Executive Search: 5 Hiring Problems and
          How to Avoid Them
With all the complexities that come with trying to hire the perfect candidate, all too often
employers fall victim to a few simple hiring mistakes. The cost in time and money of choosing
the wrong candidate can easily be avoided by simply making the right choice the first time
around. To help you avoid making any bad hiring decisions in the future, here are the five most
common hiring mistakes and ways to prevent them.

The Problem: Relying On Outdated Techniques

The business world has seen drastic advances in recent years and with these changes have come
changes and advancements in hiring techniques as well. Unfortunately, many employers fail to
take advantage of these new recruiting methods, instead falling back on outdated, traditional
systems that are almost guaranteed to result in disappointment.

The Answer

The internet now offers almost limitless outlets through which to extend your hiring search, with
job posting websites and discussion boards, even you company's website can be a valuable hiring
resource as it also allow applicants to learn more about you in the process. Job fairs and
recruitment agencies also represent highly effective new hiring resources.

The Problem: No Competitive Edge

Without offering the candidate competitive compensation for the position in question you will
never be able to effectively recruit and retain employees.

The Answer:

The job market has taken several drastic changes in recent years and continues to change. While
the compensation plan you offer may have been appropriate when it was drawn up, sometimes
these figures need to be adjusted to represent the fluctuations in the market. You can bet that
candidates will know the going competitive compensation plans, and if you're unwilling to adjust
to meet these expectations you will continually meet with disappointment in your hiring search.

The Problem: Lack of Enthusiasm

If you are unable to express a sense of excitement and enthusiasm for your company and the
position you are offering, then don't expect the candidate to be enthused either.

The Answer:
One of the keys to an effective hiring strategy is selling the candidate on why they should want
to work for your company. To do this successfully you will need to make the position and the
company seem desirable by inducing a sense of excitement. If a good candidate has two similar
offers from different companies the way you sell the company culture could easily become the
deciding factor.

The Problem: Lack of Effort

All too frequently employers put off searching for candidates until a departing employee has
officially left. This lack of forethought results in a hole being left in the company for the duration
of your search period, a situation which can cause numerous problems.

The Answer:

Your recruitment search should begin as soon as you know an employ is going to leave. Begin
taking internal candidates into consideration first, but at the same time start posting notices to job
boards and you company website. With any luck by having begun your search early, once the
departing employee is gone, you will already have a new employee lined up to make a seamless

The Problem: Poor Matching

In the executive search for a new job, a lot of time is spent trying to find the perfect candidate for
the position, someone with all the right qualifications, knowledge, and work history. However,
one of the most crucial placement factors tends to be overlooked, that being how the candidate
will fit within the team that they will be joining. A candidate who is a poor fit for the team or the
company culture will only become a hindrance.

The Answer:

This problem is easily solvable by adding a component to the interview process which is
calculated to judge the candidate's personality compared to that of the team they will be working
in. Another effective means of judging the candidate's appropriateness is by conducting a follow
up interview in which one or two of the candidate's potential coworkers participate in order to
give their opinion on the candidate's suitability.