5 common mistakes when hiring personnel and how to avoid them
Why do so many candidates quit so quickly?
Hiring is only the first step. Retaining talent is the real challenge. If your company’s new hires are short-lived or leave before three months, it’s time to review what’s going on.
One of the key factors may lie in the most common hiring mistakes, which are often overlooked and generate short-term consequences. Catching them early can make all the difference.
Here are some common causes and what you can do to avoid them:
1.- Unclear expectations from the start
When the position is not communicated well from the interview, the new employee is faced with a different scenario than he/she expected. This generates frustration and an early exit.
What to do?
Be sure to describe well the role, responsibilities, schedules, type of contract and expectations from the first contact.
2.- Lack of support in the incorporation
A bad (or no) induction can make the new employee feel disoriented or unappreciated.
What to do?
Implement a simple but human welcome process: introduce the team, explain how the day-to-day work works and solve doubts. Feeling part of the team from the beginning is key.
3.-Misaligned organizational culture
Sometimes, the problem is not technical, but cultural. A profile that does not fit with the company’s values, rhythm or way of working will end up leaving, even if he/she has all the skills.
What to do?
Evaluate not only the candidate’s experience, but also his or her compatibility with your company’s culture.
4. Poor work climate or absent leadership
If there are internal problems, a tense environment or a boss who doesn’t listen, new employees are quick to detect it… and leave.
What to do?
Listen to your team, train leaders and measure the work climate periodically.
5. Promises that are not kept
Salary, benefits, growth possibilities… if you promised something and you don’t keep it, you will lose credibility.
What to do?
Be realistic about what you can offer. It is better to be clear from the beginning than to lose talent because of false expectations.
Conclusion
A high turnover in the first months not only affects productivity, but also damages your company’s image and raises operating costs. The solution lies in having more conscious recruitment processes, well-designed accompaniments and a coherent work culture.
At ZNK Staffing, as a human resources consulting firm in Mexico and the United States, we help companies avoid hiring mistakes and build stable, productive and aligned teams from day one.
Want to hire people who truly fit and stay?
At ZNK Staffing we help you find the ideal candidate right from the start.
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