11 tips to avoid hiring mistakes

Successful recruitment is synonymous with a positive impact on the productivity, motivation and reputation of the company. How? Simply by hiring a new collaborator. On the other hand, a casting error has numerous consequences.

That's why knowing how to avoid hiring mistakes is critical to the success of a business.

In this article, we'll give you 11 tips to avoid hiring mistakes and ensure an efficient and successful hiring process.

1 - The consequences of recruitment mistakes

As said just before, hiring mistakes can have negative consequences on the overall performance of the company. Let's discover together some of the most common consequences of poor recruitment:

1.1 - Financial costs

Poor hiring can lead to significant financial costs for a business. Indeed, the costs of recruiting, training, and replacing a poorly recruited employee can quickly add up.

If an employer makes the decision to select a candidate lacking experience, it is almost certain that they will not be able to meet the performance goals set for them. This will then generate additional training to fill these gaps.

Avoiding mistakes then reduces costs.

In addition, in the event that the candidate leaves the company later, the recruitment process would have to be renewed, which would then result in additional costs in terms of time, energy, and resources.

1.2 - Loss of team productivity and motivation

At the same time, it could also affect the productivity and motivation of a team. It turns out that this new employee may face some problems such as:

• A difficulty in adapt to your position.
• A difficulty in working with your team.
• A difficulty in achieve your set goals.

Conversely, his arrival may also be poorly received by the members of his team, aware of the recruitment error that has taken place. This could therefore lead to:

• one reduced motivation and morale.
• one tense work climate.
• one Decreased job satisfaction.

In each case, we could then see a decrease in the overall productivity of the team. In fact, there are a few tips for assess the motivation of a candidate.

1.3 - Impact on corporate culture and corporate reputation

A company's culture and reputation have become central elements for a large number of applications. In fact, most candidates, once the job offer has been consulted, research the company.

This is why recruiting a new employee who does not match the values, vision and missions of the company can have a real negative impact. This then leads to a loss of cohesion internally due to value conflicts within teams.

A cohesive team will be a better guarantee of productivity

On the external side, the break of the trial period will cause a deterioration in its turnover and brand image.

To ensure the success of recruitment in the long term, it is then necessary to avoid all this, but to do so, it is necessary to look at their causes.

2 - The causes of recruitment errors

Detecting hiring mistakes and understanding them are two separate things. Be aware that several factors can contribute to hiring mistakes. It is therefore important to clearly identify them and to manage them as best as possible to minimize risks.

2.1 - Lack of clarity in the definition of the position and the skills required

The recruitment stages are numerous. However, the problem may well come from the first one, namely the definition of the position. Indeed, the lack of clarity during this period on the expectations of the expected profile and the skills required can lead to recruitment errors.

In this specific case, it will be much more difficult to find the person who really fits the needs of the company. The recruitment process could then be extended from a few weeks to a few months.

If expectations were too high, the candidate might still not be a good fit.

2.2 - Mistakes in the candidate selection process

When it comes to selecting candidates, it is important to note that each recruiter and each candidate are different from each other. Knowing that we are all influenced by cognitive biases, it is essential not to lack objectivity.

Let's imagine that a company recruits only based on the attitude of candidates during an interview, then it will not attach any importance to its real skills. While this is possible for positions that require no experience, it may prove to be a real failure for others.

However, a recruitment error can also be caused by hasty decision-making due to the deadlines imposed by the company.

2.3 - Lack of communication and collaboration between recruitment stakeholders

Let's get to communication. If candidates are not clearly informed about the recruitment process, job expectations, or working conditions, this will very often lead to misunderstandings and decisions based on incomplete information.

Communication is the key to success

Conversely, a candidate may voluntarily omit to write certain points on his resume or to mention these bad behaviors during the interview. The lack of reference and background checks on candidates can then be a cause of recruitment errors.

Finally, the lack of communication with the various collaborators can have a strong impact on the integration of the candidate and push him to end the contract.

3 - Best practices to avoid hiring mistakes

We now know the consequences and causes of recruitment mistakes, but we still need to avoid them with the 11 tips below:

• Identify the prerequisites

First, it is clear that it is essential to take the time to detail the job description, clearly identifying the skills, qualifications, and experiences needed for the job.

• Involving the right actors

To ensure that the previous advice is done in the best possible way and to ensure successful recruitment, the best practice is to involve managers and team members in the recruitment process. As for the main ones concerned by the arrival of a new employee, they are the ones most in a position to express their needs.

• Establishing a rigorous and structured selection process

However, it is also essential to set up a rigorous and structured selection process, with objective criteria. Good organization is very often synonymous with good recruitment. However, be careful not to make the process too long or you risk losing candidates.

Each stage of recruitment has its own importance in the process.

• Writing the job offer

Once the job description is designed, it will allow you to write a job offer in perfect accordance with your search. Candidates will then be in a better position to see if the position is right for them.

• Broadcast the job offer (jobboard and co-optation)

Once this is done, it must of course be published, although it is certainly one of the oldest ways of recruiting, you must not fall into the trap of banality. The future is upon us, we must use more original recruitment methods such as the use of social networks, job boards or a career site.

However, there is also co-optation, which consists in informing employees of a recruitment so that they can recommend a potential candidate. If it is a success, the co-optor then receives a bonus.

Broadcast your ad then makes it possible to attract a wide range of qualified and unqualified candidates.

• Don't overlook soft skills

The ideal talent has hard skills but not only that. It would be wrong to think that this is the only thing to take into account, when we know the importance of Soft Skills during recruitments.

However, in both cases, they deserve to be evaluated by tests, for example during an interview, in professional situations or during an Assessment.

However, there are many tools for assessing competence and personality, unfortunately most of them require a physical presence such as VR or are far from being exciting like online questionnaires.

• Discover Yuzu, the solution specialized in the assessment of managerial potential

After several years of R&D with researchers in Psychology and Neuroscience, we imagined Yuzu : one New Generation Assessment Center, specialized in the assessment of soft skills (the famous soft skills), for HR departments and more particularly for recruiters.

With Yuzu, talents are immersed in scenarios developed with the latest technologies of the Video game.

The evaluations, on the other hand, are accessible to all profiles thanks to simplified orders and cloud technologies (all you need is a computer and an internet connection to be evaluated).

Avoid hiring mistakes with Yuzu

The advantages of our solution:

• One candidate experience exceptional to boost your employer brand ;
• A solution accessible to all to ensure equal opportunities;
• A decision support tool to detect and promote interpersonal skills.

Whether it's for your recruitment process Or of internal mobility, we are transforming the assessment of Soft Skills in a strong and fun moment.

• Do not forget to take the reference

Coupled with this type of tool, it is even easier to validate a candidate's information by checking references and background. It's a great way to get a detailed and comprehensive report on an application.

• Giving importance to onboarding

During recruitment, many people neglect the onboarding of a new employee. However, attention must be paid to it by setting up a welcome booklet, information meetings, Team Building or Icebreaker sessions to improve the atmosphere in the company and its various departments. A well-integrated candidate will be more likely to stay with your company.

Good integration also promotes corporate culture

• Establishing follow-up

At the same time, regular monitoring of new recruits must be done in order to ensure their integration and performance. Thanks to this, it would be easier to detect potential recruitment errors.

• Conduct balance sheets

Finally, thanks to this first pass, it will be possible to carry out post-recruitment assessments in order to identify successes and points of improvement in your process.

To remember

You have to make up your mind, avoiding existing mistakes is a guarantee of success. That is why taking the time and putting in the necessary effort must be crucial missions. However, there areother tips for successful recruitment.

In this article, numerous practices have been presented to improve your human resources management during recruitment. If at first, it is a question of ensuring the success of your recruitment, it is certain that subsequently this will have positive effects on the sustainability of the company and at the same time on its employer brand.

It is up to businesses to take action by understanding that it is worth the effort.

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