Most startup companies are reported to have succumbed to competition yet it is all about a faulty internal hiring management system creating all the problems. A newly established company needs a very enthusiastic operations team in every sector to increase the operational efficiency while reducing expenses. Competition will always be present, no matter what kind of a business you are running, whether you have a first-mover advantage or not. Most businesses succumbed to early competition by hiring the wrong people, which makes way for their competitors to catch them unaware. Below are some of the biggest mistakes you might have been making in your hiring processes.
You are not taking part in recruitment processes
As the company leader, you are the eyes of the company, the visionary who knows and deeply understands the objectives of the company. While companies are expected to participate in various forms of corporate social responsibilities, employment is not directly in line with those. The main objective of the company is not to provide employment but to provide service and be profitable. Recruitment matters are a no mercy game.
As the company leader, you should know exactly what it needs for the company to start up in a vibrant manner and withstand the competition. Employment is not all about filling the vacant positions in a company. It is a demanding processes which requires a great deal of wisdom and understand the company culture and value, clearly identifying positions that need to be filled, and hiring the right people for the position.
Although it is really necessary, many people will miscalculate the move and take it as a strategy for nepotism. Nepotism has been well known for being one of the leading causes of company failure. Playing a crucial role in recruitment matters does not mean interfering with of staff’s duties, neither does it give you a license for nepotism. Also, if you are afraid of being labelled as a bad person by friends and relatives, it does not mean you will have to conduct interviews. As a leader you should learn to delegate tasks. Although the recruitment processes may be conducted by other staff members, but it is your mandate as a company leader to know and understand the kind of people being recruited to join the company.
You lack a proper distinction between qualifications and skills
This is the most difficult task for any recruiter. Even big companies are still struggling with this issue. The academics of the present day world are no longer as powerful as they used to be in the ancient world. In today’s world, we have millions of academically qualified people, but only tens of talented and skilled people. Most people have pursued the wrong courses due to quite a number reasons that include forced career paths, the non-availability of the diversified courses in some academies and so on. Because of these countless reasons, we now have millions of qualified people who are qualified for the tasks they are unable to do.
The present day world now calls for skills and competence much more than mere certificates. As an employer, you need to assess the competence levels of your stuff instead of easily getting impressed by academic certificates. In as much as academic certificates are an important part of recruitment considerations, most of them do not have a clear indication of competence levels as they are obtained under classroom conditions and not the recommended industrial standards.
Your interviews are base on displaying oratory skills than the actual competencies
Most job interviews produced inaccurate results. This is global disaster that needs the immediate attention of recruiters before it ruins more more companies. While it is not everyone who was born with good oratory skills, most companies are mainly focusing on the assessment of those oratory skills and other unnecessary stuff. Although good communication skills are a prerequisite for some job positions, it has to be noted that outstanding oratory or dressing skills are not directly linked to competence.
As a recruiter, you need to have a proper distinction between oratory skills and competence. That is the main reason why some companies are now opting for hybrid interviews in which both oral and writing skills are presented, and in some cases, the applicants may be asked to prove their competence through practicals and or reference to portfolios of their past work.
These are basically some of the leading causes of failure in recruitment processes. Know your position as the company leader. Learn to delegate tasks, but do not neglect your powers as the visionary of the company. You know and understand the right skills required, and you have a better understanding of where the company is coming from and where it is going.
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