14 bad hiring practices

14 bad hiring practices

Excerpted from a Forbes article

The hiring process is long, involved and expensive. There are a lot of different hoops to jump through, including creating an ad that draws in the right candidates, sorting through a horde of resumes — not all of which will be worth your time — and then running through the interview process, with its myriad of quirks and pitfalls.

Given all the different people and aspects involved in the process, it’s remarkably easy for things to go off the rails, or for bad practices to slip into the system. A good interviewer knows that having a clean application system, one that won’t drive away candidates, is crucial. Job postings not only need to include a pay range, but should clearly specify what tasks and duties you’re looking for someone to perform.

That clarity has to continue after the interviews are complete, as well: Candidates who know what steps are coming next, and what information they’re likely to get — and when — are more likely to sign on when an offer arrives. After all, interviewees are reviewing a company as much as the company is reviewing them, and the most skilled and talented candidates are perfectly aware they have other options if things don’t look right.

So where can your hiring process improve, and how can you get the most out of your interviews? Members from Forbes Coaches Council have the following advice:

1. Upgrade Your Applicant Tracking System
The first impression a job candidate has of a company is how difficult it might be to apply for a job. Good companies with antiquated applicant-tracking system computers can frustrate the job candidate to no end. Instead, companies should go through their application process to see if it is easy or difficult, in order to evaluate if an upgrade might be needed. – Rebecca Bosl, Dream Life Team

You can read the full story here.

 

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