Hiring Mistakes That May Prevent You From Hiring Best Candidates

People are the greatest resource of any organization and hiring the best talent is the top most agenda of most corporate houses. On the face of it, recruiting motivated and skilled candidates might seem like a piece of cake but hiring managers do know that it is tough to recruit top candidates consistently.

Some organizations are able to keep up their hiring goals of recruiting top talent who have a high IQ and EQ, while some have still not learnt the ropes. It is obvious that organizations that are unable to hire top talent could be making some hiring mistakes which may be the reason for their inability to get the best on board.Here is how organizations can tweak their methods to increase their chances of getting engaged and competitive people on board. Let’s look at some of the common hiring mistakes companies commit.

1. Waiting indefinitely for the ideal candidate. Many organizations make no allowances and give no leeway in the parameters they expect to see in the talent they intend to hire. This means even the best of resumes are put on the back burner because there was one criterion it did not meet. Such perfect candidates may just not exist and organizations may miss the bus looking for that perfect resume. Further, they are narrowing down their recruitment options when they aim at perfection and this could make hiring mangers diffident.

2. Lackluster job description Companies may just end up putting off highly competent candidates who will not respond to an ill-drafted job description or one that offers no interesting details about the job, the organization and the compensation. No intelligent employee will waste time over such a poorly written job description.

3. Compensation must meet market demands Overpaying and underpaying are equally bad for the employee’s morale and can put undue stress. When organizations pay much less than the market value, it lowers the morale of the employee and does not inspire him to work his best; similarly candidates that are offered much less than what is the norm may refuse to join such an organization. Companies must take care not to under pay or over pay but keep the current salary of the candidate as a benchmark and offer an interesting package to be able to hire the best talent.

Click to read full article

How To Write Error-Free And Impressive Job Postings?

Writing job postings is a recruiter’s lot and some of them can really make their day while some can get under their skin.  Scratching the surface, why do so many recruiters reconcile to insipid lack luster and typo-ridden ungrammatically worded job postings? Some postings go on full speed without so much as a pause and readers have to guess that the job posting is over.

Recruiters sure have had enough of such job postings and even though most concede that they get put off and even angry when they see job postings full of typos and grammatical mistakes. Some organizations dismiss such errors as a technology glitch and not a slip up on their part, which is perhaps the worst error investigation done so far. What organizations must know is that to hire the best talent, the job description needs to be interesting and the role needs to come across as exciting.  Only then can they hire top level talent.  If organizations cannot sound convincing enough about why their workplace is great to be in, they can put off most aspirants or get ones that are not good enough.

Following tips should help write an impressive job posting.

Standard Job Title: The intent of a good job title is it should show up in external search results.  If the job title adheres to a standard recognized by the industry it will be picked up when candidates are looking for an opportunity.  Using a posting which is completely organization specific may not bring the desired results.

Salary: It is a good idea to convey the remuneration or at least speak about it as a competitive package.  Job seekers wish to know what they will get and may not be interested in ambiguous job postings.

Location: A job posting with no mention about the location will offer no direction and will not meet with desired results as location is often used as a search term when aspirants scout for jobs.

Well written introduction: Candidates look for some idea of what to expect in the job therefore the introduction should be crisp, creative, well-worded and should be punchy to make them want to read more of it.  Also it should give them an idea of the organization with a mention of the company’s USP.

Click to read full article

How to Nurture Talent in your Organization to Take Up Leadership Roles

Various surveys have shown that you save at least 10-18% of the salary cost when you promote a person from within your own organization instead of hiring someone from outside.

Read more: https://www.thegongzuo.com/how-to-nurture-talent-in-your-organization-to-take-up-leadership-roles