Employees are the solid establishment of any association that adds to the rising statures of achievement. Increasing the value of this establishment clears an approach to investigate new streets of achievement. So right fit for the right post at the ideal time is the way to accomplishment for any association.

1. 10 MISTAKES TO AVOID WHILE HIRING
NEW CANDIDATES
Employees are the strong foundation of any organization that contributes to the
rising heights of success. Adding value to this foundation paves a way to explore
new avenues of success. So right fit for the right post at the right time is the key
to success for any organization.
Hiring a new candidate is like including a new member to your family. A family
that has a set of common values, principals, ethics but different people with
individual approach. Selecting the right candidate is a very crucial aspect of
people management as onboarding, grooming, training demands a lot of time
which in turn is a cost to the company. Best hiring services in India that are
adapted by majority of the companies to attain quality manpower have some key
points in common. These key factors that should be kept in mind while hiring a
new candidate are as stated below.

2. 1. Background Check: Any individual’s personality is a reflection of his
upbringing. The values, principals and ethics inculcated in an individual
during the course of his upbringing help him grow in both personal and
professional life. When ever we hire a person,a proper personal
background verification should be done as it helps the company to
understand his personality traits and his adaptability level.
2. Wrong Fitment: This is the biggest blunder that can hamper the growth and
success of the organization on the whole. Mismatch of the role not only
disrupts the smooth running of the process but also affects the individual
hired on a personal level. Experiments in this regard can be very dangerous
in respect to thegoodwill of the company.Before hiring a candidate a
detailed study of the Job Description and the KRA should be done as it
would help both the candidate and the company have clarity of thoughts
with regard to expectations and delivery set for the role.
3. No Compromise on the basic attributes: The interviewer should take an
extra effort to know and understand the personal and professional
attributes of the candidates. It could be in a form of a small questionnaire
form to be filled by the candidate or a set of questions to be asked in the
interview. This would help the interviewer understand the candidate as an
individual who can or can not fit in the company culture. A candidate with
an individual goal might not value the vision of the company in the long
run. Similarly a candidate who is not a team player might become a bad fish
in the pond. Even at a personal level if an individual is too arrogant or self
centered or a hypocrite who is contradicting his own statements can be
very hazardous for the company. So all possible attempts should be made
to check and understand an individual on this front.
4. Integrity: Employees are the brand ambassadors of a company. They are
the torch bearers who carry forward the goodwill of the company in the

3. market. Integrity of a candidate is one aspect of the hiring process that can
not and should not be ignored at any cost. Knowing the candidate
personally after hiring him and judging him on his personality traits both at
personal and professional level might take time. This time can be more
than enough to make or break the goodwill of the company in the market if
there are any integrity issues. So before taking the candidate on board all
background and reference checks should be properly conducted in order to
avoid integrity issues.
5. Corporate Mannerism:With the global work culture becoming the need of
the hour almost all the companies have adhered to and adapted corporate
mannerism as the key attribute in their work force. Dressing sense of an
individual is a reflection of his/her personality to some extent. Body
language, Voice modulation and basic manners of a candidate should be
observed and studied in detail in the interview. A lot of companies go for
personality training and cross culture training programs for the new hires to
educate and train them for the corporate mannerism at a global level. This
becomes all the more important when the employees have an exposure to
international clients.
6. Confidence Level:It is not at all necessary that the candidate should know
everything and should be perfect in all aspects but he should have the
confidence to say “I don’t know but I will learn”. Confidence level is one
personality trait which should notbe compromised at all. If a person knows
everything about the work but does not have the confidence to convey it or
present it will be of no value to the team and the organization on the
whole. In the interview session eye contact, body postures, pitch of the
voice and tone modulation are some aspects that should be observed to
study the candidate on this front.
7. Character Check: This personality trait of a candidate is a very important
aspect to be judged as it might hamper the work culture of the organization
on a large scale. A person who does not respect other individuals around

4. and has a disrespectful character record will pollute the work environment
and have unhappy colleagues. This in turn will hamper the productivity and
growth of the company.It again becomes a part of the background check
both personal and professional. Co-workers from the previous organization
and people close to the candidate can give a clear picture of his/her
character traits. This personality attribute should be tested and certified
before taking the candidate on board.
8. Reference Check:A candidates conduct and behavior in his previous work
tenures should be thoroughly checked and verified before taking him on
board. The authenticity of the information provided by him reflects his
approach and attitude and supports his integrity both at personal and
professional level. Goodwill of the candidates plays a vital role in carrying
forward the brand name of the company.
9. Stability in Career:The career graph of a candidate should be studied and
checked in detail in the interview process. A job hopper who has been
changing companies very frequently can be a waste of time and resources if
hired.These kinds of people can be either money minded or escapist or
simply people who are self centered and are concerned only about their
personal growth without any commitment to the organization they are
serving.
10. Strong Interview Panel:The set of people conducting the interview should
be well aware of the role and the related KRA’s. A communication gap
among them might lead to loosing out on a good match. They should be
well co-ordinated with respect to time allotted for the interview and should
be capable enough to judge the candidates in all underlined parameters. In
this case personal interests should be kept aside for the accomplishment of
the organizational goal.