Not having a clear idea of what they are looking for.
It's nearly impossible to get the right candidate for a position when the hiring authority isn't clear on what he wants (what duties, skills, and competencies are needed). Job descriptions are frequently too generic, and oftentimes outdated. I had an electronics manufacturer actually submit a Sales Manager job description dated 1999. That's 12 years old -- the requirements for the job haven't changed in 12 years? Time spent upfront, determining and then communicating what is needed, is time well spent and will help ensure a match in the hiring process.
Not communicating with candidates after interviews and not giving honest feedback.
Beshara said that "for some reason, hiring authorities don't seem to mind being rude -- even to candidates they are interested in hiring." Timely feedback is important to a candidate, and for most candidates, finding a job is a very high priority. It is common courtesy to close the loop with a candidate, even if the answer is "not a fit". That candidate might be a fit down the road, and if not treated with dignity and respect during the process, he may not want to work for that company at a later time.
Not having backup candidates.
There are a thousand reasons why a candidate may drop out in the process prior to hiring -- even candidates who seem to be a perfect fit with the client. It could be due to pressures from a spouse or family, not passing a profile test, or just having cold feet. Oftentimes, clients will think they have found the right candidate and therefore stop interviewing. Even candidates they had interviewed previously may have found another position (remember, good candidates have a shelf life), so the process must start from the beginning again, which can be very time-consuming. Having three solid candidates in the queue is recommended.
Finally, not hiring older workers solely due to their age.
This is not one of the Top Hiring Mistakes highlighted in Beshara's list, but, unfortunately, it's one I've witnessed on multiple occasions and felt it important to include. More seasoned workers oftentimes have much experience and great maturity to bring to a position. Aside from it being illegal to discriminate based on someone's age, companies may miss out on incredibly energetic, loyal, and knowledgeable employees.
Yes, this happens often as Managers are not keeping up with technology and some other hidden reason. But following two suggestion works very well:
(1) Ask peers (with whom new recruit is going to work) to conduct interview. Their feedback is very important. If three peers has same opininon for candidate, manager can take very safe decision.
(2) Ask peers to bring candidates - like one who they know well. This works very well and it provides good incentive to employee also.
@Jaden: I agree with you. What I have seen is that most companies do not give out the feedback of the interview to candidates so that they are not able to help out other fellow candidates whom they might now. I don't think this argument is valid though. I strongly believe interviewers should give out complete, honest feedback to the candidate.
"Not communicate with candidates after interviews and not giving honest feedback" This mistake is common to most employers, they believe once they are not hiring the candidate, there is no need of getting back to the candidate, it is a lack of courtesy.
I quite agree that not having backup candidate is one of the hiring mistakes. This has an impact on recruitment process, in a situation that the best and the chosing candidate found another better offer, the recruitment process is start over.
the comments regarding age+experience=higher salary is further evidence of hr and organizations are out of touch. in this economy older applicants realize they won't get higher salaries but HR and organizations are immediately writing older workers off, not even given chance to interview. it's just incompetence or plain ol' complacency to do things the same old in a new business and economic era.
Yes,Hiring authorities aren’t specific enough about the duties, skills, and competencies. The actual requirements need to be communicated with the hiring authority so that they can hire the correct person for the required position..
I do agree with the point, if the experience is more there are more chances that a candidate demand for higher salary.. most of the companies look for the knowledgeable employees for less salary..in this case having more experience(age) may be a factor ..
"Finally, not hiring older workers solely due to their age"
I think experience is directly proportional to age in many cases and the more experience a candidate has, the higher will be salary expectation. In many cases, companies cannot afford highly experienced candidates so they may opt for young people who have lesser experience. This may seem to be an age bias, but effectively it's related with experience and salary expectation.
I would completely agree with this. It's very important that the recruiting team has a clear understanding of the job role and responsibility of the position they are hiring for. I think the relevant department needs to communicate this clearly to the recruiting team through documents as well as examples. I was interviewed in an organization for a position and upon inquiring about the job description during interviews, I was given different (and even conflicting!) descriptions about the job responsibility by the recruiting team and the manager of the concerned department.
EBN Dialogue enables and encourages you to participate in live chats with notable leaders and luminaries. Not only editors and journalists, but the entire EBN community is able to comment and ask questions. Listed below are upcoming and archived chats.
Archived Dialogues
Thailand Stages a Comeback Join EBN contributor Jennifer Baljko on Thursday August 23, 2012, at 11:00 a.m. EST for a live chat on how electronic manufacturers in Thailand have shored up their supply chain to reduce the impact of future natural disasters.
Euro-Crisis: What It Means for High-Tech Firms Join EBN Editor in Chief Bolaji Ojo and Contributing Editor Jennifer Baljko on Thursday, July 12, at 10:00 a.m. EDT for a Live Chat on high-tech and Europe's economic difficulties.
Microsoft Surface: Potential Winners & Losers What are the implications for the electronics industry supply chain of Microsoft Corp.'s decision to launch its own tablet PC? Join industry veteran and EE Times' systems and OEM expert Rick Merritt on Tuesday, July 3, at 12:00 pm EDT for a Live Chat on this subject.
Join EBN contributor Jennifer Baljko on Thursday August 23, 2012, at 11:00 a.m. EST for a live chat on how electronic manufacturers in Thailand have shored up their supply chain to reduce the impact of future natural disasters.
Peter Drucker famously said "Trying to predict the future is like trying to drive down a country road at night with no lights while looking out the back window." Yet in the razor's-edge world of electronics—with a lean supply chain and just-in-time demands—the need to know the future is vital.
While no one really can accurately predict the future, we can take guidance from another Drucker saying which is the best way to predict the future is to create it.
You've heard the saying "the No. 1 supply chain risk is your people." That hasn't always been the case. But today's complex global supply chain requires a new type of multitalented employee. It's one who understands, finance, marketing, economics, is savvy with technology, graceful with relationships and can think analytically.
Where are these people? Are universities properly preparing the next generation supply chain professionals? How do train your existing workforce for these new, demanding positions?
Brian Fuller, editor-in-chief of EBN, will lead a 60-minute Avnet Velocity panel discussion that will ask and answer these and other questions swirling around today's supply-chain talent challenges.
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