How to Avoid Hiring Mistakes and Foster a Great Culture

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One or two hiring mistakes seem legit as HRs are also human and they can make mistakes. However, a lot of hiring mistakes can waste a company’s time, money, and valuable resources. Also, wrong hires will increase the time you need to fill a position. The time until this position will stay vacant, work will be greatly affected.

Good recruits or right candidates prove good for the overall company culture and they don’t adopt a negative environment in the workplace. Hence, this makes it important to hire the right candidates and to do that, you need to know that how to avoid hiring mistakes and to foster a great culture.

1.      Ambiguous Job Description

It is natural to think that you should give as much information as possible and build up a nice job description for posting. This often leads to ambiguous job postings, which confuses candidates. Now, if 50 people reached out to your posting but only 5 were relevant fit, you’d still receive at least 40 applications. This is because of your ambiguous, lengthy, and misleading job posting. Further, you may also waste time and company resources while interviewing the wrong candidates. It is important to be crisp and precise about what you are looking for, in the candidates and what is the expectation from the role that you are trying to fulfill?

2.      Rushed Hiring

Sometimes there is a pressure to fill a position at earliest because that vacant position is costing your organization a lot. No matter what the situation is, don’t give in to the pressure. You don’t want to make the mistake of hiring a wrong candidate in a rush, hampering the growth of that particular project, and then having to start all over again to find a new person. This is illogical and does not makes sense. Take your time and search for the right candidate even if it is taking a little longer.

3.      Not Judging On Potential

On the one hand, you have a candidate with only 2 years of experience and another with 5 years of experience. Both of these people are expecting nearly the same salary and you are obviously tempted to hire the one with more experience. Wait right there. Take a step back and analyze both the candidates closely. Sometimes, potential matters more than experience. There is a chance that the candidate with low experience is really good at what he does, and more than this, he has an attitude where he is up for learning new things. He lets his creativity flow and works like it is his own company. The high experience candidate may just be professional, he’ll do what he is asked, and he’ll never put in extra efforts. Which candidate should you choose? You have your answer.

4.      No Background Checks

Even if you have found the perfect candidate for a job role, don’t rush to hire them. Do a follow-up background check to know their education, work history, and their behavior at their previous jobs. This is important for all big, small, and medium companies, as, if you are hiring an employee, he should have a clean background. It will assure that this candidate will prove resourceful for the company.

Final Words: Promote Better Office Culture

Practically speaking, there is no special way of promoting a healthy office culture. You can only help by bringing in the right people who form the best team, work together, and deliver extra than they should. People like these don’t need for you to set a culture, these employees will form a healthy and happy office culture themselves.


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HR Connect In house Author

Our inhouse authors have expertise in several areas of HR and Payroll. Their content contributions have been published in leading blogs, websites and print publications.

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