It is a known fact that identifying the technical person to any project remains a challenge. However active the company or its hirers, it is tough to find the right recruit to fit the business and project. Since it is a known fact, companies tend to make few mistakes assuming that they are doing the right things. Every organization must know those mistakes to avoid repeating the same to streamline their recruitment process.
Recruiter’s seat is a hot seat in every organization. They will face tremendous pressure from the top management and project team to hire a right candidate cost-effectively. Given the salary package still tightens the recruitment team. They are desperate to administer engineering aptitude test online to every resource and look forward to them to clear it and move for an interview. The quick decision-making process will drive them to hire people without thinking the actual need of the organization. Every thoughtless hiring will lead to a disastrous hiring.
Train your recruitment team to take pressure constructively and identify a resource for one-time and long-term.
- Skill Test Checked In Wrong Place
The engineer hiring will have some skill set requirement defined by the technical team. This list will be handed over to the recruitment, and they will start sourcing profile. The first mistake that happens is checking for the skill set of the key skills mentioned by the candidate. If it is present there, then they call the candidate for an interview. For sure this will fail, as the skills must be checked in the projects and not in the essential skills area of the resume.
Every candidate designs a great resume. Look the word carefully, developing a resume. It must be writing a resume with what one knows. But, today resumes are made with a lot of fancy things in it. So every engineer mentions all keyword they have heard in their resume under the skills section.
It is advised to recruiters to stop looking at the key skills and find the details of the project to screen the right resume.
- Creating A Job Instead Of An Opportunity
Many companies make this mistake. They sell the job and not the opportunity. You must call for candidates by explaining the opportunity and challenges they will get by joining your project. Sending out messages about your job description will no longer help.
- Interview Mistakes
This is the worst mistake that screws your entire recruitment process. Judging a technical candidate is not a joke. One cannot go with gut feeling. Several tricks considered as efficient recruitment process have proved to be a myth. No longer will brain-teasers help to identify the right resource. The interview must be carried out with real-time questions. Ask them not answer your questions orally but to code and run the same to show you the answers online.
- Not Providing Feedback
Gone are those days of keeping a candidate on-hold for future need etc. Reserving the feedback will only create a wrong impression on your company. They may pass the message that you are not serious about your recruitment. Make sure you share the feedback explaining the reason for why you have rejected that resource. This will show your professionalism and even a rejected candidate knowing the reason for rejection can refer you the right candidate