Avoid wrong hiring decisions: Fix your recruitment process!

No manager wants to fall in the trap of a wrong hiring decision. Yet, so many recruiters do! This leads us to rethink our recruitment process.  Are we doing it the right way? Where exactly is the gap?

fix your recruitment process

Here are some common mistakes in the recruitment process:

  • Hired quickly

You are hiring in the traditional un-automatized way, while in hurry to fill the position as soon as possible? Don’t rush! A bad decision will lead your operations to further delays. It is important to give each step in the recruiting process the required time to make the right decisions.

  • Decided without testing

The interview alone is not an indication whether a candidate is eligible to do the job or not. so why not asking candidates to complete tasks relevant to their job description? This is a good evidence of the quality of work they will perform after they are officially assigned.

Testing their soft skills is as important as assessing their ability to do the work. Employees’ interpersonal skills have a robust impact on their performance. For example, an employee might be capable to fulfill a certain job but is not willing to share knowledge or to work within a team. How can you tell this problem before actually hiring this employee?

One of the latest trending interviewing techniques is soft skills assessment testing, which can reveal so many qualities about the candidate through a quick survey or even a mini-game! 

  • Skipped reference checking

Even if you are short in time, it’s not a good idea to skip reference checking. The best way to learn about candidates is to check if they were doing well in their previous jobs.  It is so important that you construct a structured form and process to collect information from referees. Many recruiters prefer contacting referees by phone rather than the email, in order to drill deeper in getting the information they need.

Two referees are not enough! You have to ask for at least three. Then, compare and cross check the resulting data with the interview and the soft skills assessment. By doing this, you can get a complete and correct view about the candidate.

 In order to save time, it is useful to document all the collected information, in case the candidate has applied to the job again in the future.

  • Your organization is not appealing enough to talented jobseekers

If you think candidates have no available options but your job, maybe you should start looking at hiring from a new perspective.

Competition on talented job seekers is immense, so it’s your turn as a recruiter to promote your organization via different communications channels to make sure it is appealing enough to the talents that fit your job requirements.


The cost of hiring a wrong candidate can’t be underestimated, so it is crucial to re-assess your recruiting process in a way that maximizes success in hiring the right candidates.