10 mistakes to avoid while hiring new candidates

Employees are the strong foundation of any organization that contributes to the rising heights of success. Adding value to this foundation paves a way to explore new avenues of success. So right fit for the right post at the right time is the key to success for any organization.

Hiring a new candidate is like including a new member to your family. A family that has a set of common values, principals, ethics but different people with individual approach. Selecting the right candidate is a very crucial aspect of people management as on boarding, grooming, training demands a lot of time which in turn is a cost to the company.Best hiring services in India that are adapted by majority of the companies to attain quality manpower have some key points in common. These key factors that should be kept in mind while hiring a new candidate are as stated below.

 1.  Background Check: 

  Any individual’s personality is a reflection of his upbringing. The values, principals and ethics inculcated in an individual during the course of his upbringing help him grow in both personal and professional life. When ever we hire a person,a proper personal background verification should be done as it helps the company to understand his personality traits and his adaptability level.

   

 2.     Wrong Fitment:

This is the biggest blunder that can hamper the growth and success of the organization on the whole. Mismatch of the role not only disrupts the smooth running of the process but also affects the individual hired on a personal level. Experiments in this regard can be very dangerous in respect to the goodwill of the company.Before hiring a candidate a detailed study of the Job Description and the KRA should be done as it would help both the candidate and the company have clarity of thoughts with regard to expectations and delivery set for the role.

 3.     No Compromise on the basic attributes:             

The interviewer should take an extra effort to know and understand the personal and professional attributes of the candidates. It could be in a form of a small questionnaire form to be filled by the candidate or a set of questions to be asked in the interview. This would help the interviewer understand the candidate as an individual who can or can not fit in the company culture. A candidate with an individual goal might not value the vision of the company in the long run. Similarly a candidate who is not a team player might become a bad fish in the pond. Even at a personal level if an individual is too arrogant or self centered or a hypocrite who is contradicting his own statements can be very hazardous for the company. So all possible attempts should be made to check and understand an individual on this front.

  

4.     Integrity: 

 

Employees are the brand ambassadors of a company. They are the torch bearers who carry forward the goodwill of the company in the market. Integrity of a candidate is one aspect of the hiring process that can not and should not be ignored at any cost. Knowing the candidate personally after hiring him and judging him on his personality traits both at personal and professional level might take time. This time can be more than enough to make or break the goodwill of the company in the market if there are any integrity issues. So before taking the candidate on board all background and reference checks should be properly conducted in order to avoid integrity issues.

5.     Corporate Mannerism:

With the global work culture becoming the need of the hour almost all the companies have adhered to and adapted corporate mannerism as the key attribute in their work force. Dressing sense of an individual is a reflection of his/her personality to some extent. Body language, Voice modulation and basic manners of a candidate should be observed and studied in detail in the interview. A lot of companies go for personality training and cross culture training programs for the new hires to educate and train them for the corporate mannerism at a global level. This becomes all the more important when the employees have an exposure to international clients.

 6.     Confidence Level: 

It is not at all necessary that the candidate should know everything and should be perfect in all aspects but he should have the confidence to say “I don’t know but I will learn”. Confidence level is one personality trait which should not be compromised at all. If a person knows everything about the work but does not have the confidence to convey it or present it will be of no value to the team and the organization on the whole. In the interview session eye contact, body postures, pitch of the voice and tone modulation are some aspects that should be observed to study the candidate on this front.

7.     Character Check:

 This personality trait of a candidate is a very important aspect to be judged as it might hamper the work culture of the organization on a large scale. A person who does not respect other individuals around and has a disrespectful character record will pollute the work environment and have unhappy colleagues. This in turn will hamper the productivity and growth of the company.It again becomes a part of the background check both personal and professional. Co-workers from the previous organization and people close to the candidate can give a clear picture of his/her character traits. This personality attribute should be tested and certified before taking the candidate on board.

 8.     Reference Check:

A candidates conduct and behavior in his previous work tenures should be thoroughly checked and verified before taking him on board. The authenticity of the information provided by him reflects his approach and attitude and supports his integrity both at personal and professional level. Goodwill of the candidates plays a vital role in carrying forward the brand name of the company.

 9.     Stability in Career:

The career graph of a candidate should be studied and checked in detail in the interview process. A job hopper who has been changing companies very frequently can be a waste of time and resources if hired.These kinds of people can be either money minded or escapist or simply people who are self centered and are concerned only about their personal growth without any commitment to the organization they are serving. 

     

10. Strong Interview Panel:

The set of people conducting the interview should be  well  aware of the role and the related KRA’s. A communication gap among them might lead to loosing out on a good match. They should be well co-ordinated with respect to time allotted for the interview and should be capable enough to judge the candidates in all underlined parameters. In this case personal interests should be kept aside for the accomplishment of the organizational goal.