On average, hiring a new employee requires four hours of face-to-face talks.

On average, hiring a new employee requires four hours of face-to-face talks, a smooth one-and-hour test, and a written exam, a referral, and background checks. It takes a lot of time and money to hire a new employee, and it's a blow to the company if the hired person has a problem.

Interviewing and recruiting is one of the biggest challenges the company has ever faced and should be taken seriously from the start. To do this, you need to learn how to design an effective recruiting process for experienced recruiters, and understand that no matter how well the recruiting plan is, it's a bit of luck. You also need to know the most common pitfalls:

1. Vague concept of position

It is important to have a clear concept of specific functions, skills and competencies. When browsing your resume, you must be careful to distinguish between years of experience and practical ability. Having ten years of experience doesn't mean that he is fit for the job. For example, he might have done a job of the same nature in different companies.

Because instead of looking at a working year, find a candidate with solid experience, or someone with the potential to do the job, based on the specific functions of the job.

2. Expectations are not practical

Who doesn't want to hire a superstar with a minimum wage? Obviously, this is unrealistic. In fact, the ideal candidate does not exist at all, so if you set up a lengthy interview process and try to find the right person, you are wrong.

You have to be clear about the talent market. This means that you have to interview the right number of people to understand the current level of people to choose from and their salary expectations. For now, the number of qualified candidates is much less than two years ago, which may mean that the economy is improving. If you have a good candidate, you have to understand that other companies are thinking about them.

3. No interviewing skills

It's important not to have an interview based on your feelings. Intuition does work, but you need a steady mindset. Write down the questions you want to ask and ask them for each interviewer. Write down their answers and compare their answers.

Don't ask too casual questions, like "Introduce yourself." "Do this: go and dig into the details, and you compare them among the different candidates."

4. Indecision

If the hiring process drags on too long, a good candidate may go elsewhere, and you're not good at recruiting. For example, a recruiter spends too much time and energy interviewing candidates to recruit someone. By the time he chooses one out of 10 candidates in six months, all of her preferences have been taken away by other companies.

Every day, your candidate is more likely not to come to you. Once your recruiting process starts, you'll have to move quickly.

5. Delayed dismissal of unqualified staff

Don't give new employees too much patience. If it's obvious they can't get used to the job, let them go. The usual thing is, the first one weeks to see that this person is not, but the company waited several months to dismiss him, the business has a negative impact on the company's staff to crack down on the confidence. The right thing to do is to be cautious and dismiss decisively.