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5 Outdated Recruiting Practices That Don’t Work Now!

By |Catherine Daisy 

Too often, organizations recruit employees who turn out to be a misfit for a job. A high employee turnover is a huge setback for any venture. It results in a waste lot of time and efforts as well as affects the productivity of the team.

Part of this problem is associated with outdated recruiting practices. Just like the other areas of the corporate world, technology has also changed the way HR professionals recruit workers. The availability of modern hiring and recruiting tools has made it possible for the recruiting team to select the most appropriate candidate for a job.

Nonetheless, some of the organizations still resort to the old school of human resource management which causes them losses in the form of high employee turnover and low productivity.

Without further ado, let’s find out old hiring practices that only cost a business:

  1. Overlooking Social Media Recruiting

Social networking is not something that a company can afford to ignore. Many companies now use social media for marketing purposes. For hiring purposes, social media is a valuable resource for pinpointing suitable candidates and trying to attract them.

Online platforms like LinkedIn, Facebook, and even Instagram can show you a wealth of highly qualified candidates for any position. Hiring directors should have some knowledge of how these tools are used to search for the perfect potential employees.

  1. Stereotyping

Many companies make the mistake of thinking that they need a specific kind of individual and no other. They might want only candidates from Ivy League universities or a certain area. This can severely minimize the effectiveness of their hiring processes. It’s always best to keep an open mind and remember that brilliant workers and employees are available everywhere.

  1. Interviewing Too Many Candidates

A firm or company has to be careful when dealing with top-notch candidates. Scheduling one interview after another for the same candidate may frustrate them and drive them elsewhere. Some organizations even go so far as to involve the people of several departments in the interview. This may be useful to some extent, but it can get a bit too much.

In order to avoid turning off potential employees, companies should be clear about the interview process. Candidates highly appreciate it when they are told about the schedule up front. However, hiring departments should also seek to cut down the amount of interviews and demos for potential top candidates.

  1. Asking Inappropriate Questions To The Candidate

 In many old movies, we see an interviewer trying to harass an interviewee. Some companies still adopt the practice of asking uncomfortable and inappropriate questions in order gauge the candidate’s response. This demeaning attitude is rarely applicable in the modern world.

Today, such a method is probably illegal and does not present a good impression of the company. even if they do end up choosing the candidate, he himself may not want to accept an offer to work where he’s not comfortable. Hence, hiring managers should make sure that interviews do not present an unsafe environment.

  1. Failure To Follow Up

Hiring departments may not think that following up after an interview is so important. This is not true, as leaving a candidate wondering about the outcome is rude and unethical. The company’s reputation can seriously go down as a result of one candidate’s negative experience. They could vent online, and their review could have a great impact on other potential candidates.

As a result, highly qualified individuals in search of a job would hesitate to apply to this particular company. a few bad reviews could not only hurt the hiring process, but also the habits of the consumer base.

Wrapping Up…

Times are changing, and companies need to change right along with them. The way to positive change starts with a few small tweaks. Revising the hiring policy and focusing on what is beneficial can create a massively positive result within a company’s workforce.

Hence, outdated and antiquated hiring processes should stay in the past, so that one can move forward and reap the benefits accordingly.


Author Bio

Catherine Daisy is Head of HR at a private firm and a Blogger. For students around the world, she offers the most authentic assignment writing help. In her blogs, she writes about current HRM trends, recruiting practices, and corporate world

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Ramesh Ranjan

A Business Consultant, Executive Coach, Visiting Professor, Content Manager & Editor. Ex IIM NASSCOM LRC, ex VP NHRD Bangalore Chapter, ex VP-HR@Schneider Electric, Head HR@ APC, Caltex,Co Systems, Natural Remedies. https://www.linkedin.com/in/rameshranjan/

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