Top Four Reasons Companies Hire the Wrong Candidates, and one really cool solution (VIDEO)

[COMMUNICATED] Finding the right person for the job should be easy. Right? Just post ad an ad on social media or print, brew a coffee, put your legs up and relax, and the right candidate will walk through your door.

Unfortunately, you must have brewed a decaf, because recruitment statistics show that 95% of companies make bad hires.

It’s no secret that an unrefined hiring process can cost an organization thousands, or even millions of dollars annually. Additionally, as much as 80% of employee turnover stems from bad hiring decisions, according to the Harvard Business Review.

Employers often feel pressured to fill up a newly-vacant position. After hastily putting out a rehashed ad for new hires, speedy interviews follow. This produces revolving-door hires; new employees come in, get hired, and then resign or get fired after a short while. If this cycle repeats itself, it can cost a business big time.

Mis-hires can damage a company’s productivity, team dynamics, moral and reputation.

Here are the top five reasons companies hire the wrong candidates.

#1 The Interview Process is not Standardized

When it comes to hiring the wrong employee, missteps begin with the interview process. In fact, according to a Brandon-Hall’s research report, 69 percent of companies surveyed felt the interview process had the biggest impact on the quality of hire. Not only that, but companies lacking a consistent pre-employment selection process are five times more likely to make a bad hire. Lack of a standardized interview process can lead to hiring mistakes.

Many companies have undertrained HR and recruiters who often do not know how to ask the right questions. According to the study, 60 percent of businesses that leverage best practices for conducting interviews have a strategy and scoring chart to determine if the candidate will meet the businesses objectives.

#2 Articulation Articulation Articulation

The key to a successful hiring process is to provide a clear definition of responsibilities for the job. General positions such as “manager” or “assistant” often have vague tasks accompanying them. Learn how to articulate specific tasks, skills and expectations according to the job description. When there is a clarity in job definition, finding the right fit is much easier.

#3 The Resume Mistake

It’s easy enough to rely on a resume to assess if a candidate meets the requirements you seek. Anyone can make themselves look good if they put enough time and effort into their resume. People need to be assessed for their soft skills and personal character traits that are not covered in a resume. Whether it is mannerisms, communication skills, or how a candidate deals within a team, will not come forth from their resume.

#4 Recycling Old Job Descriptions and Expectations

Job descriptions need to be current and relevant. Employers and HR staff shouldn’t just recycle the past job description every time a role needs to be refilled. A new fresh job description should be evaluated for the needs and the skills required.

Remember to keep an eye on the intangibles. A candidate’s skill set isn’t limited to functional abilities—it also includes how well he or she works in your company’s environment. Clearly identifying the company’s values and expectations helps interviewees opt out before they become employees.

Don’t Let the Good Ones Go

Investing into new technology also helps, specifically one that solves the frustration of hiring. With Candibots’s innovative process, all these five issues are addressed and simplified. The system matches potential candidates’ qualities to your needs; helping you find the right candidate for the right job… the first time.

Leave the stress to Candibots. Now you can Hire Smart, and Hire Happy.


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