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Think you have all the bases covered?

 

6 fatal mistakes households make hiring private staff.

#1 Vague job description

 -   A vague job description leaves the applicant guessing and unsure whether to apply. Worse, you will receive applications that are unsuitable and good candidates won’t be interested in a role that doesn’t jump out!

 -  Invest the time and effort upfront to ensure you get the right candidate.

  

#2 Failing to check references

 A survey from the Society for Human Resource Management reports that 25% of employers don’t check references.

 -  Not taking the time to check references leaves you entirely reliant on the candidate’s view of themselves, which can be accidentally or deliberately distorted. Past work history is one of the best indicators of future performance.

 

#3 Not asking the right questions

-        It can be difficult to take the time to prepare for interviews. This means that interviewers can end up asking superficial questions about previous experience and not probing a candidate to see how well they will do in the job. Not preparing detailed questions in advance also makes it much harder to establish a level playing field for multiple interviewees and avoid bias.

 

#4 Automatically rejecting over qualified applicants

-        When initially screening candidate CVs, it can be tempting to take out any candidates who exceed the required experience; dismissing them as ‘overqualified’ and not matching the specification. However, the advantages of taking on someone with more experience and extra skills can often outweigh any possible downsides. 

  An employee with a higher level of skills will be a positive addition to the organisation and will likely save money on training costs.

 

#5 Not following up and leaving candidates in the dark

-        It is important to acknowledge that rejections are miserable, but a necessary part of the process. For candidates, bad news is better than no news: they’d much rather know that they’ve been rejected rather than get strung along indefinitely. When your candidates have taken the time out of their busy schedules to talk to you, the least you can do is let them know if you decide not to move. That way, they’re free to pursue other opportunities, instead of waiting around for an email.  Also, if you wait too long to recontact applicants they may well have already chosen another job!

  

#6 Putting too much emphasis on the interview

The interview is an important aspect of choosing an employee, but it shouldn’t be the only factor taken into consideration. A candidate will often tell those conducting the interview what they think they want to hear. Putting too much emphasis on an interview can also be applied to years of experience and an impressive amount of education. Degrees, years of experience, and interview performance all need to be balanced alongside traits such as enthusiasm and potential for growth.

 

 How many outstanding applicants have you lost by not being educated by your current recruitment company?

  

At Elite Private Staff, we commit to educating our clients on the recruitment process to ensure that you hire outstanding applicants.

  

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