Humans err…such a common phrase that a lot of people use on a daily basis to know everyone else that people are flawed by default and it can’t be helped.
So, when a human resources executive is interviewing multiple candidates at once, they are likely to make some wrong decisions mostly without their own knowledge.
Did you know?
A study revealed that at least 57% of candidate recruitment is finalized based on gender, presentable factor, their appearance rather than their skill set which is supposed to be the deciding factor.
A major share of the companies suffered from a common problem where they couldn’t find candidates with essential skills. In other words, it can also be interpreted as a bad hiring process because a reliable and neutral hiring assessment tool was not used in it.
The probability is rather high that even if eligible candidates attended the interview, they might have lost their fair chance to get recruited due to their looks, gender, approachability with the HR person and many other factors. A painful realization is that all these factors may hardly contribute to how efficient they can handle their job role.
The 5 Big Influencers of Job Hiring and How to Counter Them
1. Tests that Focus on Technical Skills
Most companies, rather every company out there use tests to determine a candidate’s skill level. However, it is one of the major influential factors that misguide the hiring process in many ways.
A lot of these tests are not prepared by Subject Matter Experts (SMEs) but rather by the HR people. They focus more on aptitude tests but very less on technical skills tests which demands the need for a formal hiring assessment tool.
2. Impressive Behavior During Interviews
A person manually rating another candidate can easily get manipulated if he or she has an impressive behavior, by acting intelligent and smart rather than actually being one.
A lot of exceptionally good programmers could look nerdy and less approachable whereas people with fewer skills could be more of an extrovert and a convincing talker. It will obviously influence decisions and lead to wrong hiring.
3. Unaccounted Discrimination
A manager, team leader or HR manager may not openly accept it but most individuals are susceptible to have discrimination deep down their minds. There are lots of grounds such as race, gender, color, dressing, behavior or language based on where the company is located.
Even if you run an internationally registered firm, working on foreign soil encourages people to hire their own ethnicity because of their personal misconceptions and such decisions affect the recruitment process.
4. Resumes Can be Misleading in Select Scenario
While the main purpose of the resume is to provide a quick overview of the candidate’s skills and contact details, sometimes it could mislead the interviewer with lots of details.
People who search for a job try to project all the things they know and sometimes even skills they don’t possess. In such a scenario, the resume can be very misleading and just some random questions will not help find whether the candidate is really skilled.
5. Reference Letters Don’t Help a Lot
Cover letters written by a candidate or reference letters provided by their previous managers are not going to help a lot. It is an obvious fact because no top authority is going to spot out mistakes or things an employee may not be aware of. Instead, they will focus only on their strengths but it won’t provide a complete picture of what the person is capable of. Instead of relying on letters, a proper recruitment assessment tool is far more reliable and efficient.
SkillRobo – Shortlisting the Candidates You Need Just Got Easier
SkillRobo is a complete hiring assessment tool designed by talented subject matter experts. Made for the IT industry and expanding into more industries in the future, it is an employee testing tool that simplifies the entire process of shortlisting your candidates.
Instead of relying on conventional methods like Face to Face interviews, paper-based tests that are often misleading, you can save a lot of time and shortlist only the best and most relevant candidates who match the job profile. All you have to do is share the tests virtually or in person at your office. The detailed results and analytics reports make it easier to shortlist the right people even from a large group while promoting remote testing process and easy decision making without being influenced by human errors.