Business dynamics have changed drastically in the past two decades and quite obviously, the roles and responsibilities in an organization have also transformed. Gone are the days when HR function was predominantly busy in activities related to human resources. It was not expected from HR people to have business knowledge. However, the scenario is quite different today. Nowadays, they are supposed to know the financial situation of the company apart from the domain knowledge. Additionally, they should be the experts of demand and supply ratio of human resources. Third and most important aspect is that they should hire the most talented workforce.
It is needless to say that it is a gigantic task. However, the HR functions in most of the organizations walk the tightrope quite effectively. They put the best efforts in hiring agile and productive people who bring a change of pace in the organization.
Hiring superior talent is still ‘pain in the neck’
Does it mean that everything is good at the HR front? Perhaps not because most of the companies feel that they are unable to hire the best talent. The gap between expectation and fulfillment is more visible in accounting, IT and finance sectors.
Experts say that even expert HR professionals also commit a few common mistakes that lead to hiring “misfit” resources. It is not just wastage of resources; but a hindrance in the growth path as well. Here are some common mistakes.
Obsession about personal interview
Statistics says that relying too much on the personal interview is amongst the biggest blunders. Most of the HR managers are obsessed with their interviewing skills and feel that they possess the skill of identifying the so-called hidden spark. Experts don’t agree with it. Rather they underline the risks of getting misled by the illusory appearance of the candidate. Many people know the skills of “mimicking” the personality traits. Thus, there is a high probability of HR professionals end up with bringing a wrong person onboard.
Beating around the bush
What does it mean? According to various research reports, there is a tendency of avoiding direct questions during the personal interaction. Most of the time goes in collecting the personal details which are already mentioned in the resume. Hiring inappropriate candidate is the result of not asking investigative and inquisitive questions. Typical questions such as “why do you want to join this organization” or “tell me about yourself” are just time-wasters. They don’t add any value to the interview.
Ignoring the organization cultural differences
When HR professionals scan through the professional experience, they always focus on the responsibilities and roles of the candidate. There is rarely an emphasis on the organization culture and working styles. Statistics say that hiring talents from companies that are culturally diverse find the new company misfit. They become disengaged very soon and start searching for another job. Why does it happen? It happens because a person evolves a working style with respect to the organization culture over a period. It is incredibly difficult to change it in the new perspective. Hence, there is a mismatch.
Hiring a rolling stone
Sometimes, HR people get lured with the impressive profile of a person who has been in several organizations performing several roles and responsibilities. No doubt, it is a proof of the versatility and multifaceted personality of him or her. However, there are some inherent shortcomings as well. First of all, it denotes the impatience or anxiety. Secondly, it shows a highly ambitious personality. Hiring such person could be a blunder because it creates organizational imbalance. Moreover, such person becomes the cause of conflict amongst the team members.
Ignorance about the work profile
It also sounds strange, but there are situations when HR people are unclear about the job responsibilities and work profile of the position. When the line managers don’t pass on the right information to HR people, they hire people based on the gut feeling. It may result in recruiting totally misfit talent.
“Mr. Know-it-all” attitude
HR specialists are the masters of recruitment skills, but they aren’t the technical experts. When it comes hiring IT professionals, Finance experts, or Electronic engineers; HR managers should seek help from the subject matter experts. However, it doesn’t happen because of the attitude of HR professionals. They that they can hire a technical resource also, what is a big deal in it? However, it results in hiring misfit resources.
Hiring from the “inner circle”
It is a common practice to take a person onboard based on some reference. Certainly, there are no wasted interests involved here, but there is always a chance of hiring a person without looking at job requirements and individual skills. Such unstructured approach causes a great harm if the hiring is for a key position. It causes distress and anguish for everyone.
Setting incorrect expectations
It is a two-way process. When HR people don’t find a suitable candidate after rigorous efforts, they draw a rosy picture about the responsibilities and career growth. However, it is not a right practice indeed. Hiring a misfit resource is incorrect from the point of view of the organization as well as employee. Too many expectations result in utter frustration if they not get fulfilled. A responsible HR manager doesn’t follow such tricks just to fill a position.
With the fierce competition and pressures on the top and bottom lines, it is critically important that HR managers don’t use practices that lead hiring of improper resources. Since organization spends a lot of time, money and efforts in hiring the workforce; it is not a good thing to hire misfit talents.
HR managers should understand their responsibility of hiring the best talent that adds value to the company. Improvement in the hiring process and making it more effective and result-oriented should be the objective of HR managers. Putting an accountability of employee productivity on the hiring process minimizes the problem. When the talent is hired by putting the expectations right, it results in stability and work satisfaction amongst the team.