The process of hiring and recruiting fresh candidates on board is taxing and time-consuming for every company. You have to start from sourcing competent applicants and narrowing the best options to calling them for interviews and arriving at a mutual consensus. It’s a tiresome process, only to ensure that the newly hired employee proves to be an asset to the firm. Thus, for IT companies, or any company in general, recruitment is a decisive step that must be undertaken meticulously.
This blog aims to shed light upon the three significant mistakes that IT companies make when hiring candidates:
Overlooking Candidates’ Personality and Cultural Fit
While aspects like a degree, adequate qualifications, decent academic background, and prior experience are all relevant, there is always more to a candidate. Their personality, character traits, and values are also important because eventually, these factors determine whether they are a fit for the company’s culture. The hiring team should focus on areas outside of work and professional history and make a conscious effort to get to know the candidate personally. They can ask questions regarding an applicant’s interests and hobbies during the interview. Perhaps the managers can even make them do a personality test to assess whether their personality can gel in with the company’s environment or not.
If the management basis the hiring of candidates on the sole criterion of technical skillset and professional experience, there may be an adverse impact on your firm. A proficient and qualified applicant may tempt you into immediately hiring them, but that doesn’t necessarily guarantee that they will thrive in your company.
Not Asking Important Questions In The Interview
If there isn’t a set of composed and specific questions drafted before an interview, then this is a grave mistake on HR’s part.
A common mistake that managers make when hiring professionals is not allowing them to communicate openly. They end up spending more time talking about the IT company they represent or about the qualities they expect from a suitable candidate instead of giving interviewees a chance to talk. It’s imperative that candidates fully engage in discourse and express themselves, so the management gains an insight into their temperament, analytical and rational thinking abilities. These are crucial aspects that must not be overlooked or deemed unimportant because they highlight a candidates’ worth outside their credentials.
Therefore, the hiring department must ask relevant questions that underscore how a candidate reacts to a challenging situation. It’s necessary to ask them how they handle tough setbacks in life, their outlook and approach when met with failure and whether they’ve dealt with any such situation in the past. These questions, which are based on their individualistic experiences, will give you a comprehensive overview of their personality type, thereby easing your decision-making process.
Making Either Hasty, or Slow Decisions
It is ill-advised to rush into finalizing a decision, especially in IT businesses. When onboarding fresh employees, it’s imperative that you adhere to the elaborate hiring process. You have to comprehensively weigh all the pros and cons and assess whether the candidate is worthy of the position they applied for.
Despite the incoming pressure from stakeholders to fill in a vacant position at the earliest possibility, you mustn’t hire an inept candidate. Making a decision hastily is bound to pave the way for problems in the future.
Similarly, you don’t want to take ages and delay an important decision. If the hiring committee prolongs the recruitment and spends days deliberating over which candidate they prefer over the other, they end up wasting ample time in the process. You can even lose out on an all-rounder impressive candidate, given that a competitor firm offers them a great position in the meantime. Thus, you must set a deadline for your decision and make sure that the recruitment department follows up with the deadline and has arrived at a decision by the end of it.
Hiring competent employees is vital in improving a company’s turnover, preserving a positive culture, and meeting its key objectives. If you avoid these three mistakes during the hiring process, you increase your chances of selecting a great and abled employee each time.