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 onboarding, 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 thegoodwill 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 notbe 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.