The smaller the business scale, the greater the importance of hiring. If you have more than 100 employees, you can completely retrain or replace easily any person who does not perform well or greatly affects the business. However, in case of a small business, if your key employee leaves, you definitely are put in panic. In addition to professional work consulting, small businesses desperately need the support of hr consulting services for small business. Here are some common mistakes that small and medium-sized businesses often make in the hiring process, making it difficult to find suitable candidates.
1. Urgent recruitment
The recruitment department at small and medium-sized enterprises is not unfamiliar with recruitment requirements in tight time. Quickly finding personnel for the vacant position is necessary. However, businesses should not shorten the recruitment stage. Recruitment involves many stages such as application form’s filtering, interviewing, assessing... Each stage requires a certain period of time. Urgent recruitment only brings back unsuitable people, costing more time of the business.
2. Search for the perfect candidate
Contrary to the hasty recruitment error above, many businesses spend too much time trying to find the perfect candidate. No matter how carefully it evaluated, the business can only know if the candidate is suitable or not after a few months of probation. Being too perfectionist can cause businesses to lose potential candidates.
In this case, the enterprise needs to accurately assess its employer needs and consider the requirements when hiring, focusing on the essential requirements. Enterprises should also set a time limit for hiring depending on the importance of the position.
3. Recruiting people with low qualifications to save costs
Many businesses often choose candidates who are less experienced or satisfied with low salaries to save personnel costs. However, such employees are unable to bring much value, and become an obstacle preventing the development of the company. With important positions, businesses should not select candidates depending on cost factors. It’s a long-term cost problem that you should consider for the future of your enterprise.
4. Lack of flexibility in recruitment
In a digital age, workers have many choices. If bureaucratic rules remain in the hiring process, businesses will lose many potential candidates. For example, thanks to the decade of 4.0 Industry, employees are now accustomed to applying online. If businesses insist on requiring to apply directly with hard copy of documentations, many candidates will skip for that job. Businesses should consider candidates as customers and try to facilitate the application as easily as possible.
In addition, businesses also need to consider the requirements for qualifications because this is not an important factor that can tell all about the candidate's ability. New skills, experience and attitude are such important criteria to determine whether a candidate is suitable for the job or not. Recruitment department should discuss with boss or manager to set a timeline for recruiting, or using hr consulting services for small business to choose good candidates but still save cost and energy for the whole company.
With a team of extensive experience consultants who always serve clients with more than 100% of dedication and well understanding of Vietnamese market and legislation, Faro Vietnam is committed to providing the practical and compliant HR consulting services to the clients in the professional manner. It is helping clients free mind and free hands in dealing with human resources matters in the frequent change business environment like Vietnam.
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