6 Blunders you shouldn’t make while recruiting the Right Candidate

Do you know that being a human resource manager if you make the blunder of hiring wrong

candidates for your organisation, it will not take too long to survive? In fact, who you decide to

hire will surely bring a huge impact on almost each and every aspect of your company – right

from its objectives to its capability to adapt, innovate and live on.

Believe it or not, hiring people will actually not work out especially if you intending to fill up

positions on a mere piece of paper. In fact, wrong people in your organisation will start gumming

up the works and can therefore cause delay in meeting your organisational objectives. But the

right and efficient person will always aim to promote harmony into the way the organisation has

been making things run. In other words, he/she will come up with new ideas and conceptions that

can help employers to enhance their business standards in no time.

However, recruiting or rather finding a great employee is always equivalent to a good

investment. But this takes a lot of care, diligence and of course time. This means that you need to

first locate the most efficient candidates, examine them carefully through personal interviews

and providing them quality training once they take their floors.

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So, if you have always wanted to work in the position of a human resource manager, here are 6

big pitfalls you must avoid at any cost while looking for a qualified and efficient candidate for

your company:

1. Judging from personal magnetism – Do not ever judge a person based on his/her

personal magnetism. In fact, this cannot make someone the right person to fit in a

position in your company. Well, it’s also true that you cannot completely ignore one’s

charismatic factor in the interview since jobs like

customer service and sales require individuals

with charming personalities. However, what’s

important is that he/she must have the qualities

and experiences that can help you to meet the

objectives of your organisation.

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2. Ignoring failures – To be honest, making assessments as per one’s performance

depending upon the individual’s achievements is always fair. However, accepting only

people whose career routes have always welcomed success can prove a bit riskier.

Remember, successful people will never stop

making demands. Therefore, try looking for

potentially-attractive people who can justify

their position in the company. Moreover, one of

the biggest advantages of hiring candidates with

setbacks is that they seek for motivation so that

they can succeed and regain their reputations.

3. Hiring people from your parallel paths – It’s not a surprise that you will come across

many such people who might have studied in the same school where you had been, or

he/she might have been working in the same area where you have been residing for years.

Well, do not get beguiled by these facts. Logically, one cannot be the right candidate if

his/her educational institutions have matched

up with yours. Rather, you should be curious

to know what experiences he/she has gathered

from his/her previous workplace.

4. Showing laziness while checking references – Being a human resource professional, it’s

your sole responsibility to check references of the candidate whom you will be

hiring. Although you get to know everything about his/her past work records and

experiences through the curriculum vitae, you will always stay unaware of the fact

whether the candidate has been disciplined enough at his/her

previous work place. So, you can simply talk to the employer

under which the candidate has worked previously.

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5. Hiring the resume & not the person – Do you buy a car based on its features and

mileage, or for its brochure the car dealer offers you?

Similarly, you just can’t judge an individual based on

his/her well-ornamented CV. Rather, treat it just like

an advertisement that can give you only the basic

information and not the entire story. Your target

would be to find out how knowledgeable and skilful

he/she can prove for your company.

6. Hiring people from diverse cultural backgrounds – This can really prove harmful for

an organisation since different people will be having

different mindsets. Their previous work culture might

not match with that of your company which would

cause hindrances in accomplishing its goals. So, make

sure that you are recruiting the right people in such a

manner that different cultures are not created under a

single platform.

So, you see how careful and intellectual you need to be while hiring the right people for a

company. Now, if you have always wanted to work as an efficient human resource manager in a

multinational or if you are already working as an HR professional and want to gather more

knowledge and skills, why don’t you enrol for an online certificate course in HR management

under an accredited university to achieve perfection and exposure in your job prospects?

Newly appointed managers or those in supervisory positions in order to meet their career

objectives can enrol in an online course in HR management. Completing this course will not only

help one master a wide range of business management concepts but he/she will also achieve a

sharper insight of hiring the right people for the right post.

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