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Nikunj Verma asked a question
{{::getFormatedLocalTime("2017-09-08T09:32:33.029Z", {without_time: true})}}

What has been your biggest recruiting mistake?

Recruiting is a learning process. Sometimes things don't work as planned, but it's important to learn a lesson and improve the process for future.

One of the mistakes I made for example was offering a role to a remote candidate, without ever meeting him. It's one thing to engage with someone on Skype (conditions are artificial) and something else to actually see them working. Lesson learned - always ask the candidate to visit our office and work with them 1 day. Plan extra budget to get the remote candidates in, if needed.

What has been your biggest mistake?

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2 answers
Chetna Setia Excited about The Art of Recruiting
{{::getFormatedLocalTime("2017-09-26T19:43:42.446Z", {without_time: true})}}
My biggest mistakes/ things I have learnt through mistakes in recruiting are fairly basic and important.
  1. Though prescheduled, not to forget about asking a prospect, if this is a good time to talk.
  2. Dont assume, just ask / enquire if there are any missing links/ any other info. about a career stint etc.
  3. Be courteous, and dont forget to ask a prospect if he/ she has any questions?
  4. Take through notes of conversations that you have with prospects.
  5. Important not to get immersed in a career stint and fail to understand business impact created/ achievements at organisations by the prospect.
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Shubhangi Mishra Intrested in The Art of Recruiting
{{::getFormatedLocalTime("2017-10-05T09:18:56.456Z", {without_time: true})}}
Cannot agree more, but to add on its really important to not start judging if someone knows more than what you know, instead it should be taken up as a learning. i met a lot of HR's and heads and one thing was in common, the issue " how can someone know more then me , or how can someone correct me". We are at an age where we should be at a point of acceptance of what is right than just satisfying our ego/arrogance or attitude.
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Prem Nathwani Hiring Remote Developers and managing them
{{::getFormatedLocalTime("2018-10-11T12:34:42.640Z", {without_time: true})}}

If you don't mind sharing a couple of things regarding the remote candidate experience:

1. Did he bail on you?

2. Was he not compatible in the skills and was wrongly judged in the interview or he was not cultural fit?

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Prem Nathwani Hiring Remote Developers and managing them
{{::getFormatedLocalTime("2018-10-11T13:50:41.792Z", {without_time: true})}}
Makes sense. Did this experience stop you from hiring a remote developer again?
Nikunj Verma Fascinated with hiring at CutShort
{{::getFormatedLocalTime("2018-10-11T13:24:56.474Z", {without_time: true})}}
1. No. We had to let that person go. 2. Skill and cultural misfit. Yes, we could have interviewed better but then I don't think we would have still been able to uncover some deeper work style issues earlier.
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Sampreetha askedon {{::getFormatedLocalTime("2017-02-23T06:28:26.640Z", {without_time: true})}}
What is that you have to look for in a UI/UX designer even if he is a Fresher
He may have the skills but during an interview will not Ā be able to give his best and if he is a candidate we are looking for then how not to loose him... Please guide
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Nikunj askedon {{::getFormatedLocalTime("2017-02-13T15:26:10.568Z", {without_time: true})}}
How do you judge cultural fit of potential hires?
Measuring the jobs skills is objective. What is unique to each company is the way they judge the cultural fit.Ā How do you do this at your company and why? How have been the results?
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