Just like any first impression, second chances are not given. For this reason, employers must be clever and transparent when posting a job listing to ensure that they are not leaving anything up for interpretation. One of the most crucial hiring mistakes to avoid would be poorly written job postings.
Bad job postings will not only decrease the quantity of highly qualified applicants, but also increase the amount of applications from undesirable candidates as well. Candidates want to know what they are signing up for when they apply with organizations; therefore, a concise and clear job overview is necessary. Recruiters have agreed that a well-thought-out job posting should be between 700 and 2,000 characters in length.
Employers are faced with new Ban-the-Box and Fair Chance Act laws that require for a conditional job offer to be made before conducting the employment background checks. This is why time is of the essence and the clock is ticking on clearing the new candidate(s). This does not mean that it is appropriate to perform a sub-standard background check with instant searches in hopes of completing the background immediately.
By not performing a compliant and accurate background check, employers risk being held liable for negligent hiring claims, or hiring someone based on their word without verifying their qualifications.
Employers today are leveraging HR software to further streamline and automate the on-boarding process to assist in efficiency and converting new hires to employees. There are still processes, however, that are heavy on paper and require additional documentation from the applicant.
Examples of this include I-9 forms, benefits, equipment, and job-related training or materials. Employers may be best served to invest in a Human Resources Information System that can consolidate on-boarding programs into one central portal.
An effective interview depends on whether the job applicant is able to answer questions that explore his or her abilities, skills, and knowledge. If questions are too broad or too narrowly focused, the outcome will not yield should this candidate end up being the right fit for the job.
Instead, ask open-ended questions that require a thoughtful response as opposed to just “yes” or “no.” This is dealing more with “soft skill” responses. Avoid asking about previous salary history because this would violate new “Salary History Ban” laws that require employers to pay men and women equally for the job being performed. Lastly, never ask a candidate what their weaknesses are as this is probably the most ineffective question an interviewer can ask.
Employers need to make sure they do an annual review of compensation based on positions within the company to ensure job applicants are not in shock when they receive compensation information.
Since employers may not ask about previous wages earned for candidates, it is even more crucial to be as transparent as possible when disclosing potential wages. Nothing is worse than going through the application and interview process ready to make the conditional job offer only to find that the applicant is less than pleased with what they are going to be making.
By disclosing wages or pay range on the job posting, both the company and applicant are clear on what the potential earning will be going into the hiring process.
One out of every six crimes occurs in the workplace and homicide is the second leading cause of workplace death in the U.S.
National Credit Verification Service reports that 25% of the MBA degrees it verifies on resumes are false.
72% of shrinkage is due to employee theft.
34% of all job applications contain lies.
30% of small business failure is caused by employee theft.