{"id":15866,"date":"2020-01-20T13:16:46","date_gmt":"2020-01-20T13:16:46","guid":{"rendered":"https:\/\/keblog.demoapp.xyz\/?p=15866"},"modified":"2022-10-19T03:49:34","modified_gmt":"2022-10-19T03:49:34","slug":"hiring-what-people-should-avoid","status":"publish","type":"post","link":"https:\/\/neo-blog.kalibrr.com\/blog\/hiring-what-people-should-avoid","title":{"rendered":"Hiring: What People Should Avoid?"},"content":{"rendered":"<p dir=\"ltr\"><img loading=\"lazy\" class=\"aligncenter size-full wp-image-15867\" src=\"https:\/\/neo-blog.kalibrr.com\/blog\/wp-content\/uploads\/2022\/10\/hiring-what-people-should-avoid.png\" alt=\"hiring-what-people-should-avoid\" width=\"1326\" height=\"446\" srcset=\"https:\/\/neo-blog.kalibrr.com\/blog\/wp-content\/uploads\/2022\/10\/hiring-what-people-should-avoid.png 1326w, https:\/\/neo-blog.kalibrr.com\/blog\/wp-content\/uploads\/2022\/10\/hiring-what-people-should-avoid-300x101.png 300w, https:\/\/neo-blog.kalibrr.com\/blog\/wp-content\/uploads\/2022\/10\/hiring-what-people-should-avoid-1024x344.png 1024w, https:\/\/neo-blog.kalibrr.com\/blog\/wp-content\/uploads\/2022\/10\/hiring-what-people-should-avoid-768x258.png 768w\" sizes=\"(max-width: 1326px) 100vw, 1326px\" \/><\/p>\n<p dir=\"ltr\">You may be using the best <a href=\"\/blog\/recruitment-metrics-yang-akan-mengubah-teknik-hiring-anda\">recruitment techniques<\/a>, but if you don\u2019t approach the hiring process the right way, you may fail. The <a href=\"https:\/\/insiders.fortune.com\/3-ways-to-weed-out-a-bad-job-candidate-ee365294c331\" target=\"_blank\" rel=\"noopener\">US Department of Labor concludes<\/a> the losses due to a bad hire can be as high as 30% of their yearly salary. Many HR professionals add that it\u2019s a strain on productivity as well.<\/p>\n<p>If you don\u2019t want your company to suffer these losses, study these 8 mistakes that will ruin your hiring campaign.<\/p>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_26 counter-hierarchy\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\">TOPICS<\/p>\n<span class=\"ez-toc-title-toggle\"><a class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" style=\"display: none;\"><label for=\"item\" aria-label=\"Table of Content\"><i class=\"ez-toc-glyphicon ez-toc-icon-toggle\"><\/i><\/label><input type=\"checkbox\" id=\"item\"><\/a><\/span><\/div>\n<nav><ul class=\"ez-toc-list ez-toc-list-level-1\"><li class=\"ez-toc-page-1 ez-toc-heading-level-3\"><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/neo-blog.kalibrr.com\/blog\/hiring-what-people-should-avoid\/#Needless_hires\" title=\"Needless hires\">Needless hires<\/a><\/li><li class=\"ez-toc-page-1 ez-toc-heading-level-3\"><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/neo-blog.kalibrr.com\/blog\/hiring-what-people-should-avoid\/#Looking_for_a_hero\" title=\"Looking for a hero\">Looking for a hero<\/a><\/li><li class=\"ez-toc-page-1 ez-toc-heading-level-3\"><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/neo-blog.kalibrr.com\/blog\/hiring-what-people-should-avoid\/#Using_the_ATS_wrong\" title=\"Using the ATS wrong\">Using the ATS wrong<\/a><\/li><li class=\"ez-toc-page-1 ez-toc-heading-level-3\"><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/neo-blog.kalibrr.com\/blog\/hiring-what-people-should-avoid\/#Not_enclosing_the_salary\" title=\"Not enclosing the salary\">Not enclosing the salary<\/a><\/li><li class=\"ez-toc-page-1 ez-toc-heading-level-3\"><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/neo-blog.kalibrr.com\/blog\/hiring-what-people-should-avoid\/#Interview_without_specialists\" title=\"Interview without specialists\">Interview without specialists<\/a><\/li><li class=\"ez-toc-page-1 ez-toc-heading-level-3\"><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/neo-blog.kalibrr.com\/blog\/hiring-what-people-should-avoid\/#Brainteasers_instead_of_work_examples\" title=\"Brainteasers instead of work examples\">Brainteasers instead of work examples<\/a><\/li><li class=\"ez-toc-page-1 ez-toc-heading-level-3\"><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/neo-blog.kalibrr.com\/blog\/hiring-what-people-should-avoid\/#Stopping_when_a_good_hire_is_found\" title=\"Stopping when a good hire is found\">Stopping when a good hire is found<\/a><\/li><li class=\"ez-toc-page-1 ez-toc-heading-level-3\"><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/neo-blog.kalibrr.com\/blog\/hiring-what-people-should-avoid\/#Trusting_the_references\" title=\"Trusting the references\">Trusting the references<\/a><\/li><li class=\"ez-toc-page-1 ez-toc-heading-level-3\"><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/neo-blog.kalibrr.com\/blog\/hiring-what-people-should-avoid\/#Wrap_Up\" title=\"Wrap Up\">Wrap Up<\/a><\/li><\/ul><\/nav><\/div>\n<h3 dir=\"ltr\"><span class=\"ez-toc-section\" id=\"Needless_hires\"><\/span><b id=\"docs-internal-guid-f0e71168-7fff-5b2f-9859-eaccfde6fd09\">Needless hires<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p dir=\"ltr\">Sure, when somebody leaves the company, you definitely need to replace them. But not all hires are like this. Often, when a department can\u2019t handle the number of tasks, they ask the HR office to arrange a hire. But it\u2019s not always necessary.<\/p>\n<p>Asking for a new person to join the team is way easier than doing a complex audit, drawing up work flow charts, and managing your workload to be optimal. This is why so many departments of successful companies get bloated.<\/p>\n<p>It\u2019s a good thing if you think HRs are there to give jobs to nice people. If you think HRs should do what\u2019s best for the company, it\u2019s better to make sure every hire is necessary, or the company will be spending hundreds of thousands of dollars per year for no reason.<\/p>\n<p>&nbsp;<\/p>\n<h3 dir=\"ltr\"><span class=\"ez-toc-section\" id=\"Looking_for_a_hero\"><\/span><b id=\"docs-internal-guid-23564fd6-7fff-8598-7caa-ff38598b27ae\">Looking for a hero<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p dir=\"ltr\">This is the problem many successful startups have. You start out with a couple of very talented people who are proficient in many fields. In many startups, success comes because of expertise, not good planning. These people combine multiple roles and make the startup great despite somewhat chaotic planning.<\/p>\n<p>When one of them leaves, HRs start looking for someone with their skill set, someone who can save the company from going bankrupt. Needless to say, when you start looking for an employee who can do frontend, backend, and design while handling clients at the same time, you won\u2019t find many people.<\/p>\n<p>If you find yourself looking for that kind of competence, you may want to split up the requirements and hire several people instead.<\/p>\n<p>&nbsp;<\/p>\n<h3 dir=\"ltr\"><span class=\"ez-toc-section\" id=\"Using_the_ATS_wrong\"><\/span><b id=\"docs-internal-guid-9f7c6eb7-7fff-a9a6-00d2-9dc2a4135ed3\">Using the ATS wrong<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p dir=\"ltr\">Applicant tracking systems are an essential tool in HR\u2019s toolbox. However, if you use this tool in the wrong way, it will only worsen the chances of finding a good candidate.<\/p>\n<p>The common mistake people make when working with an ATS is setting it to only show the best candidates. Don\u2019t cast such a shallow net. You need to find all the people who can be suitable for the position, not only the best ones. Otherwise, you may be left with no candidates when the ones your ATS found bail on you.<\/p>\n<p>&nbsp;<\/p>\n<h3 dir=\"ltr\"><span class=\"ez-toc-section\" id=\"Not_enclosing_the_salary\"><\/span><b id=\"docs-internal-guid-e6d79854-7fff-d696-9f18-d26209a3432c\">Not enclosing the salary<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p dir=\"ltr\">This is a mistake many employers make, even the biggest ones. They\u2019re not telling the salary in the job ad. For many people who are looking for a job this marks your ad as less favorable. Why would you go through the burden of submitting a resume, talking over the phone, and going to the interview only to find out that the salary you\u2019ll get is $5,000 shorter of what you\u2019d expected?<\/p>\n<p>It\u2019s just too uncertain, especially so if there are dozens of other companies who state outright how much money an employee can receive. This is why you should always mention the salary. If it depends on the interview, put an average number there and specify it can vary.<\/p>\n<p>In fact, a good deal of your hiring campaign\u2019s success relies on the job ad. Test how effective it is on a meeting with your colleagues and use proofreading services like <a href=\"https:\/\/proessaywriter.org\" target=\"_blank\" rel=\"noopener\">Essay Writer<\/a> or Grammarly to make sure the tone is right.<\/p>\n<p>&nbsp;<\/p>\n<h3 dir=\"ltr\"><span class=\"ez-toc-section\" id=\"Interview_without_specialists\"><\/span><b id=\"docs-internal-guid-501e170a-7fff-0b89-8a19-3fd1807c64cc\">Interview without specialists<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p dir=\"ltr\">As an HR who has worked in a specific industry for quite a while, it\u2019s easy to think that you can assess a candidate\u2019s skill set on your own. It\u2019s a common mistake to think this way, but unless you know all the technical details and new trends of the industry, you probably can\u2019t do that.<\/p>\n<p>Schedule all interviews to make sure an expert can be involved. This will ensure no new hires have to be let go after a probation period.<\/p>\n<p>&nbsp;<\/p>\n<h3 dir=\"ltr\"><span class=\"ez-toc-section\" id=\"Brainteasers_instead_of_work_examples\"><\/span><b id=\"docs-internal-guid-3eb678ed-7fff-39b8-fbb1-150944cea750\">Brainteasers instead of work examples<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p dir=\"ltr\">Both startups and older companies take a hint from Google and ask their interviewees brainteasers. These kinds of riddles are made to gauge future employees\u2019 wittiness and the ability to think creatively. After all, Google is using it, so it\u2019s the best interview practice out there.<\/p>\n<p>If you\u2019re all for following Google\u2019s standards, you should drop this practice. The company states that they\u2019ve discontinued asking brainteasers because they failed to predict performance.<\/p>\n<p><b id=\"docs-internal-guid-3eb678ed-7fff-39b8-fbb1-150944cea750\">I<\/b>nstead, they use work samples. Ask your potential hire to do a bit of work while you\u2019re watching, and you\u2019ll get far more knowledge about them than if you asked them a riddle.<\/p>\n<p>&nbsp;<\/p>\n<h3 dir=\"ltr\"><span class=\"ez-toc-section\" id=\"Stopping_when_a_good_hire_is_found\"><\/span><b id=\"docs-internal-guid-bd2d35c5-7fff-5e20-4a2a-f4c0ae5b11a4\">Stopping when a good hire is found<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p dir=\"ltr\">Sometimes, you need to fill in a position urgently, and you\u2019re tempted to shake hands with the first person who meets the standards. It may feel great to finally find the one, but don\u2019t stop the process there.<\/p>\n<p>You may be missing a potentially better candidate if you ask the one you like to start working on Monday.<\/p>\n<p>&nbsp;<\/p>\n<h3 dir=\"ltr\"><span class=\"ez-toc-section\" id=\"Trusting_the_references\"><\/span><b id=\"docs-internal-guid-358105e7-7fff-801d-6b5d-e6fabfc04dad\">Trusting the references<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p dir=\"ltr\">Did you know that <a href=\"https:\/\/money.com\/how-many-people-lie-resumes\/\" target=\"_blank\" rel=\"noopener\">56% of HR specialists<\/a> have caught a person lying on their resume? Sure, you can\u2019t fake skills and an interview will show that. But if a person is okay with telling a lie, maybe they\u2019re not that good of a hire even with their skill set.<\/p>\n<p>Do the due diligence and check with their university and former employers. If the employers they claimed they worked for don\u2019t recognize them, it\u2019s a huge red flag.<\/p>\n<p>&nbsp;<\/p>\n<h3 dir=\"ltr\"><span class=\"ez-toc-section\" id=\"Wrap_Up\"><\/span><b id=\"docs-internal-guid-a9b419c8-7fff-a49e-0028-2957bf96d8cd\">Wrap Up<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p dir=\"ltr\">HR is not the kind of job you can fake it till you make it. If you try to, your company may be losing thousands upon thousands of dollars a month.<\/p>\n<p>After reading this article you won\u2019t commit the 8 main HR failures and you\u2019re a better HR for it. Don\u2019t stop there, subscribe to our blog to learn more about the industry trends.<\/p>\n<p>&nbsp;<\/p>\n<hr \/>\n<p dir=\"ltr\"><em>Kalibrr is a technology company that aims to transform how candidates find jobs and how companies hire talent. Placing the candidate experience at the center of everything it does, the company continues to attract the best talent from all over, with almost three million professionals and counting. Kalibrr ultimately connects these talents to companies in search of their next generation of leaders.<\/em><\/p>\n<p><em>The only end-to-end recruitment solutions provider in Southeast Asia, Kalibrr is headquartered in Makati, Philippines, with offices in San Francisco, California, and Jakarta, Indonesia. Established in 2012, it has served over 19,000 clients and is backed by some of the world\u2019s most powerful start-up incubators and venture capitalists. These include Y Combinator, Omidyar Network, Patamar Capital, Wavemaker Partners, and Kickstart Ventures.<\/em><\/p>\n<p dir=\"ltr\"><em>Need help with recruitment? <a href=\"https:\/\/www.kalibrr.com\/contactus\/demo\" target=\"_blank\" rel=\"noopener\">Sign up for Kalibrr<\/a> and start hiring better today! For more business and recruiter advice, follow Kalibrr on <a href=\"https:\/\/www.facebook.com\/Kalibrr\" target=\"_blank\" rel=\"noopener\">Facebook<\/a>, <a href=\"https:\/\/twitter.com\/kalibrr\" target=\"_blank\" rel=\"noopener\">Twitter<\/a>, <a href=\"https:\/\/www.linkedin.com\/company\/kalibrr-technology-ventures\/\" target=\"_blank\" rel=\"noopener\">LinkedIn<\/a>, and <a href=\"https:\/\/www.instagram.com\/kalibrr\/\" target=\"_blank\" rel=\"noopener\">Instagram<\/a>.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>You may be using the best recruitment techniques, but if you don\u2019t approach the hiring process the right way, you may fail. The US Department of Labor concludes the losses due to a bad hire can be as high as 30% of their yearly salary. Many HR professionals add that it\u2019s a strain on productivity [&hellip;]<\/p>\n","protected":false},"author":16,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[16],"tags":[],"_links":{"self":[{"href":"https:\/\/neo-blog.kalibrr.com\/blog\/wp-json\/wp\/v2\/posts\/15866"}],"collection":[{"href":"https:\/\/neo-blog.kalibrr.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/neo-blog.kalibrr.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/neo-blog.kalibrr.com\/blog\/wp-json\/wp\/v2\/users\/16"}],"replies":[{"embeddable":true,"href":"https:\/\/neo-blog.kalibrr.com\/blog\/wp-json\/wp\/v2\/comments?post=15866"}],"version-history":[{"count":0,"href":"https:\/\/neo-blog.kalibrr.com\/blog\/wp-json\/wp\/v2\/posts\/15866\/revisions"}],"wp:attachment":[{"href":"https:\/\/neo-blog.kalibrr.com\/blog\/wp-json\/wp\/v2\/media?parent=15866"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/neo-blog.kalibrr.com\/blog\/wp-json\/wp\/v2\/categories?post=15866"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/neo-blog.kalibrr.com\/blog\/wp-json\/wp\/v2\/tags?post=15866"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}