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How Manual Hiring Can Lead To A Bad Hire

By June 1, 2020September 25th, 2020No Comments

To concede the fact that a good hire is crucial, hiring plays a pivotal role in any company’s success. Where good hire gets in good returns, a bad hire is a loss to the company. The usual process of hiring is manual which means manually reviewing applications, selecting the right candidates to interview, testing candidates, choosing between candidates to make the hiring decision, and performing various pre-employment tests and checks.
The manual process fails at times which results in bad hire or a misfit. Let us define what is a misfit. Essentially, this indicates any employee who negatively impacts productivity, morale, performance, retention, and culture. Bad hires perform poorly on the job, may influence the productivity of others, contribute to high employee turnover. This makes gaining an understanding as to why HRs end up getting misfit into an organization.
Screening resumes and shortlisting talents is an increasingly cumbersome and time-consuming task for the HR personnel. According to various surveys, 52% of talent acquisition leaders experience a highly difficult time screening talents from a large pool of candidates. Manually it is not possible to read every resume, 70% of resumes are overlooked. Mostly it is either skimming or skipping, an entrenched resistance to change. Because of this, you might miss out on gold in the husk! Next comes the crucial evaluation process based on the resumes that match the requirement. When you have huge sets of data, say what you may, results can be error-prone subjective to processing skills of a human. Accuracy level is often affected temporally as a lot of time is invested in screening than evaluating.
HRs scour LinkedIn, Dice, Careerbuilder, Viadoo, Naukri, IIM Jobs, etc to source candidates. Sometimes it is even hard to judge who is better than who, given everyone’s resume is filled with great amount of information. When a combination of attributes is required to move the candidate to the next stage and timelines hover overhead, there is a need of a rush to hire. Not being well equipped to adequately screen and evaluate candidates, a “quick fix” solution does not yield great results.
Lastly, human decisions are often affected by mood, productivity, emotions, bias, etc which hurts the decision-making process. HR’s day to day tasks are tough and laborious.
No one wants to hire the wrong person for the job. Yet according to various research reports commissioned by Glassdoor, 95% of companies report making at least one bad hire in a given year. Improvements are there, yet mistakes continue to occur. Summarizing all of the above, the evaluation process is destructured due to fewer efforts invested in evaluation. Attention is partly on screening which consumes time, partly on evaluation which requires more time.  The only solution is to improve the speed of screening.
Thus there is an inevitable need for scalable infrastructure to support the hiring process and make it smarter and efficient, something that can scan fast through the resumes and give sufficient information to make better decisions. This is where TurboHire comes in, the cognitive intelligence, the accuracy, and the precision of smart technology will allow recruiters to screen prospective candidates faster than ever before, giving them more time to evaluate each candidate properly and make a better decision for their next best hire!