Three Hiring Practices to Avoid at All Costs
Your hiring practices can determine whether or not you can build a team skilled enough to operate your business and lead it to success. Are they effective?
Hiring in this economy is understandably difficult. Inflation across the globe has been negatively impacting businesses and workers alike. It considerably raises operating and production costs, lessening businesses’ capacity to pay higher wages. At the same time, it increases people’s cost of living, making worker demands bigger.
While that’s already a given, hiring becomes even more difficult when inefficient and outdated hiring practices are driving away potential talents.
Here are three (3) hiring practices to avoid at all costs if you want to successfully build and grow your workforce:
1. Being vague or too specific in your job descriptions
By being too vague or providing too general of a work description, potential hires feel like they would be leaping into the unknown when it comes to the scope of the work. On the other hand, being too specific in your requirements can make them insecure due to skill gaps that are perfectly learnable on the job.
Address this issue by setting realistic expectations and considering training possibilities. For example, instead of saying they would be “in charge of sales,” (too general), you can say that they would be “in charge of b2C lead generation via email marketing”. You can also include some nice-to-haves like knowledge in the use of a specific email marketing tool such as Mailchimp, but limit them to not more than five items (too specific) to not appear too exacting.
2. Overly complicated hiring process
We are living in a busy world. Having to jump through unnecessary hoops and needing to wait a very long time for replies from an employer can be chasing job candidates away. And the longer it takes to get a person on board, the more chances there are of other companies getting them instead. Add to that the context of our current economy, workers will be more than ready to jump to readily available earning opportunities.
Fix this problem by streamlining your hiring process. Know exactly what you need from candidates (i.e., qualifying background, skill test performance, etc.) as well as from your end (i.e., essential assessors, expected turnaround time for results, etc.), at the very beginning of your hiring process. Work with hiring professionals to minimize back-and-forths. Better yet, connect with TaaS providers to immediately access qualified talent pools. It’s less hassle for you and your potential hires.
3. Limiting your choice to the local talent pool
Professionals are not equally spread throughout the different states — or even across countries around the world. For example, California boasted 27,320 employed engineers in 2022, while Louisiana only had 7,440. Limiting your search to local talent pools can only be detrimental to your business growth. Expect less applicants or applicants that don’t quite fit the bill. Just note that hiring the latter for the sake of building a team, no matter how inefficient, will cost your business more in the long run due to lack of productivity.
Try outsourcing offshore professionals instead. You’ll be surprised at how much talent there is out there. Maintaining an offshore team in developing countries is often more budget-friendly compared to onshore hiring in the U.S. as well. Rates are lower and office real estate is cheaper, but you get the quality service your business deserves.
Make your hiring process even more effective by partnering with outsourcing service providers like Tahche that already have access to qualified talent pools around the world.
Connect with Tahche today and you can hire globally competent Filipino talents and build your offshore team in the Philippines in 30 days or less.
