Finding the best candidate for a job is harder than it looks, and a lot of employers fall into the trap of making common mistakes that increase the likelihood of having to go through the process over and over again and waste valuable money and resources.
With that in mind, here are seven of the most common scenarios to avoid when hiring new employees for a position.
1. Dishonest Job Advertisements
When it comes to employment advertising in the Bay Area, honesty is always the best policy. Too many potential employers make the mistake of overselling the position, only to find it impossible to retain employees in the long run.
When it comes to help wanted advertising in the Bay area, it is important to not only be honest and straightforward about what the job requires, but to fully elaborate any associated responsibilities that come with the position.
2. Not Following PERM Advertising Requirements for the Bay Area
There are many reasons to want to hire a foreign employee, but what many employers fail to realize is that the process of immigration job advertising in the Bay Area is strictly regulated.
PERM Advertising Requirements for the Bay Area mean that potential employers must post legitimate employment advertising in the Bay Area for the position in question, as well as go through a number of other complicated procedures.
The best way to make sure that the recruitment process is handled according to the law is to hire a professional recruitment firm who is fully versed on how to handle immigration ads in the Bay Area and the entire hiring process when it comes to sponsoring foreign employees.
3. Disregarding the Power of Unconscious Bias
Human beings are not machines, and there is no person on this planet who is immune to bias.
The thing is that most people will naturally feel more comfortable around other people who share a common background to themselves, and as such, anybody responsible for hiring might be inclined to unwittingly eliminate candidates who might be better suited to the position because they can’t relate to them as easily on a personal level.
This kind of thing is rarely intentional, but failing to accurately identify the characteristics that will best fit the job will not only hurt the company but put the employer at risk of generating discrimination complaints, and this is not the type of publicity that any business wants to have.
So how do potential employers avoid falling victim to unconscious bias? One of the best ways to combat inadvertent favoritism is to be aware of the tendency itself. By constantly questioning their own motives for making a decision, employers will be better able to sift through their own unconscious thought process and nip bias in the bud.
4. Avoiding Overqualified Hires
Many people assume that an overqualified hire will not be a good bet since they are likely to pack up and leave for greener pastures after a short time period, leaving employers to go through the whole rigamarole all over again.
Another big reason that recruiters might feel less inclined to hire overqualified employers, and also be less inclined to admit, is that they don’t want to hire anybody that they feel is more qualified than themselves and therefore be a threat to their own job in the future.
As it turns out, both of the above lines of logic are, more often than not, flawed. Not only will a confident and talented team member make any team that much better, but might even offer avenues for employers to broaden their own skill set and diversify their potential. Even if a superstar employee doesn’t stay long, they are likely to pass on some of their skills to the rest of the team before they move on.
5. Poorly Timed Decision Making
Whether an employer waits too long to make a decision or rushes the hiring process, either extreme has negative consequences. The bottom line is that when it comes to successful recruitment strategy, timing is everything.
If an employer is having a hard time finding anybody who even comes close to the ideal potential candidate, they still need to carefully think about the costs that will go into extra training and the very real possibility that this person might not be good at the job anyway before they rush out to make a decision.
However, hesitating too long to decide or holding onto an unrealistic set of criteria can be equally costly, since it is unlikely that the “perfect employee” actually exists and most qualified candidates will get snatched up quickly by the competition.
6. Paying Too Much Attention to References and Not Enough Attention to the Person
Sure, good references say a lot. But the reality is that most candidates will have a tendency to stretch the truth a little on their resumes, and even if past employers give glowing reviews, that doesn’t mean that those skills will translate over perfectly to a new job environment.
This is why a strong resume should definitely factor into a decision, but not too much. Sometimes a bright candidate who shows the initiative and willingness to pick up new skills will do a lot more for a company’s bottom line in the long term than somebody with a lot of experience on paper.
7. Unreasonable Expectations
More often than not, companies who are hiring are doing so because they have a gap to fill, and it is intuitive that employers would want to get off to a fast start to make up for lost time.
However, expecting too much from a new employee too soon is a big mistake since it takes most people at least a couple of months to fully adjust to a new work environment. If an employer comes off as too demanding right off the start, a new hire is much more likely to become frustrated and leave the company, putting the recruitment process back at square one and dumping precious dollars down the drain.
The best approach to avoid this scenario is to integrate a new employee gradually into a full work flow, making sure that they feel welcome and know that they can feel free to speak up about any questions they may have.