3 MISTAKES EMPLOYERS MAKE WHILE RECRUITING NEW STAFF

In the quest to get a new hands-on board to fill up certain vacant roles in an organization, a lot of times, we often see employers, HR personnel or recruiting agencies make these same mistakes over and over again. These mistakes most times amount to a waste of both human and financial resources for the organization in question.

Today, however, we have painstakingly taken out time to write about these 3 major mistakes made while employing new staff and why they should be avoided in the recruiting process.

1. No Background Check: This is the most rampant and costly mistake employers make - employing someone you don't know from Adams without first running a detailed background check to know how suitable he or she is for the position. This singular mistake has cost many organizations their hard-earned resources.

It is not uncommon that in this trying period in the economy,?so many people are looking for shortcuts and easy access to wealth (the unemployed are not left out) and so, the onus is really on every employer to critically diagnose a prospective employee and ensure he or she is not one looking for the nearest opportunity to defraud or swindle their organization out of funds and other valuables.

Recently, there was a case of a driver who dropped off his boss at the NSE building where he worked and took off with the boss's car with the intention to sell it. After much deliberation it was obvious the agency that recruited him did not run a proper background check on him, considering the fact that the driver in question had been answering a wrong name all along unknown to the employer.

2. Employing with sentiments: Employers that carry out this act most of the time end up having issues and not being able to trace where the problem originated from. The idea of employing staff for one personal reason or the other even when it is obvious to a visually impaired person that the staff is a misfit is one of the challenges many organizations are currently facing. As an employer or a recruiting agency, you have to be sincere with yourself.?If you know a prospective employee doesn't have what it takes to match up a particular job role well except you are bringing the staff in to be trained afresh for the position you require him or her to fill. Sentiments should not be mixed while recruiting. It can lead to colossal damage.

3. Tribal/Cultural bias: This particular point just mentioned is commonplace in many organizations including top organizations which you would expect to know better. Tribal/Cultural bias is a situation whereby a staff is offered a job not because he or she is applicable or fit for the role but rather because he or she is grim the same tribe or shares the same culture as the one who is employing. This is almost similar to the word nepotism where relatives and family friends are rather favoured and selected ahead of deserving employees who ought to assume the job role.

As an employer or a recruiting staff, part of your duty is to ensure a clean and sentiment-free recruitment process for prospective employees. This would save your organization from avoidable wastage.

We have made it as easy as ABC for you; quickly click or copy this link to your browser t.ly/x-Ws register to run a detailed background check on your staff.