Problems in recruitment and selection

Problems in recruitment and selection

Problems in recruitment and selection

You should avoid problems in recruitment and selection as follows:

1. No weighting of interview questions

2. Poor setting for the interview

3. Insufficient follow-up questions

4. Failure to check with former employers

5. Use of hiring quotas

6. Failure to post openings

7. Tapping successors

8. Vague selection criteria

9. Untrained interviewers

10. Inappropriate questions

11. Failure to provide reasonable accommodation of disabled applicants

12. Failure to notify unsuccessful contenders of the selection decision

13. Failure to provide the new employee with a substantive orientation of the job.

14. Rushed selection process

15. Unclear job requirements

16. Insufficient outreach

17. Recruitment outside of the personnel system

5 tips to conduct an effective interview

A successful interview requires employers’ ability to give suitable questions, listen to applicants’ answers and make them tell the truth about their competence and points of view. It is the background that helps you select the talented employees. These following techniques can help you improve interview skills.

1. Make a suitable appointment

As an interviewer, you should always be on time when having an appointment with candidates, especially the ones applying superior positions. Being chronological expresses recruiters’ professionalism and good images of companies. You should put the interview appointment into your working schedule and consider it an important meeting with customers. Be sure that you will give the best interview environment to candidates: a neat desk, telephone in vibration or off mode, quiet room and tell other people that you do not want to be disturbed.

2. Encourage candidates to answer interview questions

Ask open and friendly questions to help candidates feel free and well answer all questions in the interview. You can ask about their working experience; for example: “Please tell me about one of your current working days. What makes you like it? What makes you dislike it?” This question makes candidates feel free to share their information. That is the best beginning for an effective interview.

3. Listening more than speaking

If you spend more than 20 minutes of an interview to speak, candidates do not have much time to talk about them. The aim of an interview is to know clearly about candidates through listening to them. So you should spend time to listen as much as possible.

4. Ask open questions

Avoid asking Yes/No questions. Ask open questions to encourage candidates to talk more about their current job or themselves instead. Questions like “Why do you think it is right?” or “How did you do it?” will help you know more clearly about candidates.

5. Ask questions before describing the coming job

Avoid describing the coming job too much before the interview. An intelligent candidate can take full advantage of the description to outline answers that he thinks you want to hear. By asking a lot of questions before describing the job, you can know the most reliable information about candidates.

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