| | JULY 2022MANAGEHRMAGAZINE.COM19To attract and recruit the top talents, it is important for companies today not only to showcase the great work environment but also to make the best impression as the employer of choiceSo, how many rounds of interviews is ideal? It depends. Google's research found that four interviews were enough to predict a new hirer's performance with 86 percent confidence. Interestingly, after the fourth interview, the increase in accuracy dropped off dramatically ­ less than 1 percent. It simply implies that having more rounds of interviews would not make any big difference. Trap 2: Over-promise Workplace To attract and recruit the top talents, it is important for companies today not only to showcase the great work environment but also to make the best impression as the employer of choice. While it is always tempting to show the best side of the company, from sharpening up the career website to making a sexy job description, we are also setting expectations for the potential candidates. Disappointment usually results from high expectations yet a low reality. If the role requires the job holder to work intensively and deal with demanding stakeholders, it is perfectly fine. Be upfront with the candidates, giving them a realistic picture of what the working culture will look likeand what will be the challenges. Instead of crafting an ideal workplace picture, it will be more constructive to tell the real stories of employee experience. In today's social media world, be mindful that the potential candidates can easily find out what the workplace is really like from the employees or former employees. While we are all committed to offering a competitive and attractive remuneration package, being transparent to manage the potential candidate's expectations is always helpful. It is also intended to avoid any disappointment when a gap between what the selected candidate expected and what can offer is only found at the final stage. Trap 3: The Forgotten Internal Talents Unfortunately, internal talent is the population group that is often easily forgotten.Consider the case where we have met an external candidate with a promising resume. The candidate is sharp and energetic, coming with excellent preparation that gives an incredible impression to everyone. The hiring decision seems easy to make because this perfect candidate ticks all the boxes and stands out compared to the internal candidates, those we already know their weaknesses. Whether we realize it or not, sometime our hiring decision are influenced by unconscious biases. Because of the impressive conversation during the interview, we are convinced this perfect candidate would perform better than the other internal candidates. The reality is often different, however. Don't forget every new hire can impact the success of the future team. Sometimes internal candidates are not selected for different valid reasons. When it happens, however, we also need to prepare for the rejected internal candidate to have a higher risk to quit. This is proven by a study showing that there is almost 2 times the likelihood of leaving the organization, compared with those who were either hired for an internal job or had not applied for a new job at all. That being said, giving fair consideration and opportunity to internal talents is equally critical for the success of talent acquisition. Don't be afraid to take risks by taking your internal talents.
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