The ngo recruitment process is very important for the success of any business. However, some recruiters do not understand and do a lot of unfortunate mistakes. These are the most common mistakes that employers in the hiring process:
1. Do not make a projection carefully ngo recruitment:
You will make a mistake if you think that all candidates write information in your resume is true. To check the honesty of the candidates before deciding to approach and ask, can come in many forms: calling or writing to their former managers, asking their payroll or hiring another company to vet candidates ... All actions that is easy to evaluate candidates in the most timely and accurate.2. Too much emphasis on titles
Do you know that in the current trend of hiring, it is important not to degrees, but the enthusiasm of the candidates? In fact, many recruiters are evaluating candidates counting the number of degrees they have ngo recruitment. However, please remember that some candidates who have many degrees often lack real experience as they spend most of their time studying.By contrast, professional recruiters typically assess candidates on their personal achievements, rather than degrees. However ngo recruitment, in a position that requires great expertise, skills play a very important to show that the candidates are qualified for the job requirements.
3. The ngo recruitment for vacancies:
A computer suddenly stops a company. This means that the company has no link in a chain of transactions that affect its performance. However, there is no need to rush to get a new one to replace it . Emergency Contract employees may not have the skills to meet the job ngo recruitment. Spend more time looking for the greatest number of candidates and actively select the most suitable for the vacancy.
4. Empty promises:
It is a mistake that employers give candidates too many promises, then break. This not only makes the dissatisfied candidates, but has a negative impact on society itself. Above all, the rumors about empty promises spread very quickly. So be careful when promising finally answer what you can and what you can not applications from candidates.
5. Be professional in interviews
Raising a question to see the actual capacity of the candidates is a skill that not many recruiters. For candidates show their personality, ability or knowledge, you have to be smart to change an interview at a two-way conversation, where you can meet and evaluate the actual skills of the candidates.
Furthermore, the lack of professionalism in interviews for qualified candidates disappointed and quit because they have the opportunity to prove themselves in the most appropriate manner.