Common Mistakes Made when Hiring a Candidate

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In the desire to fill a vacant position in your company fast, it is a common mistake to overlook some aspects of the hiring process. This can mean that the employees you end up recruiting do not fit the original skill specification you were looking for.
Tough criteria and unstructured hiring interviews
Some managers make the hiring criteria so much tough that hardly a candidate fits to it. Whereas some managers while hiring a candidate do not have a structured interview they just put the questions randomly and look for the best answers. This act from the hiring authorities also puts a bad impression on the candidate and they think that the organization lacks professionalism.
Inefficiency in maintaining candidate record
Some managers do the mistake that they do not keep the records of the candidates about the behavior, confidence and answers given by him. This creates problems for them in deciding which candidate was a good one and which one should they not entertain.
Dependence upon the hiring techniques
Most of the managers depend totally on the hiring techniques about which the candidate is aware of. This causes the hiring authority to hire a wrong candidate. Managers often forget that candidate might be an active job seeker and must be aware of the common techniques and questions asked in interviews.
Hiring based on emotions
Some managers make hiring decisions based on emotions. They hire candidates considering that the candidate is just like him. This is called halo effect. The candidate must be hired on the bases of his or her competency and not on the basis of emotions. Unless one needs a person to replace him or her for a position he might not hire a person who is almost of the same mental caliber.
Identifying a good candidate or a good talker
The hiring managers sometimes get deceived in identifying a good candidate and a good talker. They do not take practical tests and just rely on what the candidate speaks and how he delivers the message. Some people are really good talkers but they are not efficient in their work, whereas those candidates who are not good talkers are left behind. Therefore a practical test must also be conducted.
Hiring based on personality
Most of the managers look for the personality of the candidate and hire him on the basis of his good personality. Hiring a person with good personality is a part of hiring techniques but it does not mean that you hire a person who does not match the job requirements at all.
Making quick hiring decisions
Some organizations make quick hiring decisions as they need to fill a position as soon as possible. They just conduct an interview session and hire the candidate who looks the best amongst the available lot. This quick process of hiring creates problems for the organizations as they end up hiring a wrong candidate.
Organizations invest their time and money in hiring a candidate. If the decision is good the company is in profit and if the decision is incorrect the company is in loss
Companies often make very simple mistakes when hiring new employees. This can be costly to both the candidate and the business as a whole. Following the recruitment process to the letter can help you avoid making these mistakes and lead to more suitable staff being hired in the long run.

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