What are the Top 10 employee recruitment mistakes generally made?

Lack of role clarity

Many a time Managers get carried away by communication skills of candidates

For middle and senior level the interview has to be structured

Organisations look for outside talent rather than grooming in house talent

Interview process has to determine in depth knowledge rather than superficial knowledge

Individual biases of managers some times can lead to wrong fitment.Interview panel with balanced representation can overcome this issue.

Some people think you should look for a person who has done the exact same job in the exact same industry at a very similar company. But that overlooks innovation, new ideas, and potential progress.

Past behavior is an indicator of future behavior, provided nothing ever changes. Since that's not the case in the business world, you are often served well by skilled candidates who have something new to offer.

Relation based selection is a big mistake as i personally feel.

While prior experience of a candidate is a big indicator of his skill sets, it does not justify his selection in the team. More softer attributes like attitude towards work should gel with the core values of the organization. This not only helps build a long standing team but learning is quicker too thereby directly impacting the output.

1. Expecting a well experienced person to join. without understanding his indepth knoweledge and working style. Always Well Experienced person comes with certain mindset which very trouble some to convert  or change.

2. Expecting salary package in given range. There are so many employee paid higher salary than his capacity. similar way there ae so many employee paid lower salary than his capacity.

3. Giving Value Only to his Academy Qualification.  Most of the Employees grown up than thier Academical qualification thru their experience. Weightage to his experience is not given properly.

4. Appointing just based on ref.  True it is time tested technique. most of the time it works well and failures also equal.

5. Recruiting an Employee without clear cut job  requirement. We do appoint based on request from the deptt. or self realisation but not sure what responsibility can be handed over to him.

6. Unable to understand lines said/ written in between.  We study throughly the testimonials some time we fail to understand the true thing.

7. Fail to understand his habits, mental and health status. Though this fact may seem irrelevant at some time. in fact these facts very important role on the performance.

8. Appointing failed contractor in a pay roll. This act is done expecting that this person may have best knowledge on job respect. since he failed we should be care full to find out why and how he failed. there is a hidden fact that since tasted life of a contrctor he will be always finding a way to become contractor. which will mar his performance.

9.Appointing highly ambitious person in inadequate position. This will de stabilise both.

Though i could figure out 9 point but very clearly i would say one time tested saying "  appoint to be of need based.".

PEOPLE IN THE SAME CADRE WITH EQUAL OR SLIGHTLY MORE EXPERIENCED GET MORE COMPENSATION THAN EXISTING EMPLOYEES WITH SIMILAR QUALIFICATIONS AND EXPERIENCE.

Well generally the panel of interviewers are not ready with the interview or people who do not have a good expirience of taking or handling an interview are sitting in the interviewer's panel...they will ask questions which can be stupid, unnecessary...and the can thus pick a wrong candidate.

Thus an organisation should have a good panel of interviewers or if they dont that means the key people in the organisation are not good enough to run the show.

If Passionate, rest of the characters will follow.

Quite often companies either recruit overly qualified people or offer less for a post that would probably require more market saviness than a degree. With experience should come the compensation benefit. also employees tend to recruit without a succession or growth plan in mind for that particular person. They just recruit and then when over a point of time the person feels stifled in the company, they start the process of looking for another person all over again.

Companies have to clearly identify the analytical and creative skills for a particular post rather than just go in with the mass of advertising for a person from a top notch MBA insitute. Little do they realise that even if such a candidate were to join, would he be kept busy or satisfied in that organisation. It is nice to flaunt MBA's amongst your staff but practical and street smartness is the need of the hour in most business other than that of an analyst.