4 Hiring Mistakes To Avoid For Quality Hiring As an Employer

90% of employers do social validation to check the veracity of the employee; but what’s intriguing is the same approach is followed by an employee, and as per the same report, 55% employees would likely refrain from applying to such organizations which have a negative approach towards hiring. In this article, we shall see a few ways through which you can overcome 4 hiring mistakes that organizations unintentionally do ruining their branding in the market.?

Ghosting Employees?

Ghosting employees would build a very negative sentiment against the brand. For example, if you are into a production line or service industry, your employees are the ultimate deal makers. To put that into perspective, they are the ones responsible for the growth of the organization. So if the organization doesn’t care for the hands that are building them, how could they even care for their customers.?

A California Poly Technic State University Research concluded that ghosting doesn’t only impact on the hopes of employees but it also creates psychological barriers for employees to apply to other organizations. In such a mindset, they feel overtly vulnerable and could even lose self-confidence. When such employees post negative reviews on numerous platforms that do check & balance on organizational behavior, it could hurt the long term reputation of the brand.?

Underestimated Gratification?

70% of employees are disengaged as per Gallup Organization Research because either they have been hired on an undervalued package or they had to go through a complex interview process despite their salary being well over the expected budget of the company. Such an approach compels the employee to post negative reviews. When that happens, often as an organization, you could be leveled as a cheap employer and most future employees would prefer not to apply to your company. This could lead to employee shortage and obstruct your growth in the long run. If you are making such a mistake, it is time to take a back seat.?

Confirmation Bias

Nobody wants to repeat the mistakes of the past but building a shield around based on past experiences could ruin your brand image. For example, if an employee who hailed from a specific region absconded or didn’t do well, in that case, it doesn’t mean that other employees would do the same. Having such a mindset will create a confirmation bias at the time of hiring. Such an approach will hurt both the #hiringprocess and the brand as a whole.?

Unclear Process

Maddie Machado, a career strategist who had previously worked at LinkedIn, Meta and Microsoft, feels that the 20 years old hiring process was much more straightforward than today. For example, 2 to 3 rounds of interviews are enough to judge the efficiency of the candidate. Unwanted 5 to 7 rounds would mean that employees will have to arrange all other things which are aligned to this vision.?

With such a process, it is highly anticipated that such organizations might have a bad time hiring employees. Why? Employees must have? free time and commitment to take interviews. Instead of hiring which is directed towards such a process, a more balanced approach with online interviews could be a deal maker for the #recruitmentprocess .?

Conclusion?

Hiring is strenuous without a doubt but having the right approach can help you establish your company as the best place where employees would like to work and thrive. In this way, not only you can become the best place to work but also the brand which has completely disrupted the hiring process. The above mistakes which are mentioned must be avoided at all cost if you wish to give the best example to your employees.?