Sometimes, HR recruiters do make bad hiring decisions which bring along a few fatal repercussions. Every misfit hired leads to huge costs for the company in terms of salaries, other variables, induction training, on-the-job training, etc.So what makes you good at hiring? You need to know who you are as an organization, what you want from your employees, and what process determines if a candidate is a good fit.

Let’s take a look at how to hire right candidates and immediately put a full stop to making bad hiring decisions.

LOOK FOR THE INTANGIBLES

A candidate’s skill-set isn’t limited to their functional abilities. It also includes how good they are with regards to the interpersonal equation with colleagues and/or customers. Employers who don’t take soft skills such as leadership  and communication into account may set themselves up for a bad match.

AVOID THE HORNS AND HALO EFFECT

Halo Effect: If the first impression of a candidate is very positive, then interviewers  tends to ignore the negative characteristics in the person and concentrate only on the positives. They start seeing the person with a halo of the positive first impression. This has to be taken care of and should be avoided for better results.

Horn Effect: If the first impression of the candidate is negative, interviewers tend to ignore their positive characteristics and concentrate only on the negative ones. They see the person in the light of the negative first impression, thereby increasing the probability of not liking the person. If an interview starts with a negative statement from the interviewee, there is a higher chance of him being rejected.

WOO YOUR TOP CHOICES

Hiring works both ways – while you may be convinced with a candidate, are they convinced about you as well? It is important that you clearly state the pros of working with your organization. Preferably, align it to what they think is important to them as a professional. You must tell them ‘what’s in it for them’ with respect to the compensation structure, growth pattern, career advancement, and other significant opportunities in your organisation. Good candidates must be lured. If not, you may lose them to a competitor.

CHOOSE THE RIGHT EXECUTIVE SEARCH FIRM

An important step in choosing your perfect recruitment firm is to check their expertise. Search for and study their client list. If your staffing needs involve a specialization, it’s important that you partner with an agency that has expertise in that area. Whether you’re hiring in sales, administration, technology, or finance, there’s a recruitment agency that specializes in these skill sets. A specialized firm also tends to attract more qualified candidates than general firms, giving you better access to top talent. At the end of the day, the most important part of a recruitment agency is its candidate pool. The primary goal of a good agency is to match you with the best-suited candidates. Also ,pay special attention to their guarantee period and terms.