Top 10 easily avoidable recruiting mistakes

Recruiting can be an expensive and time consuming process, so here are a few tips on how to speed it up and avoid any unnecessary errors.

1. Rushing the Recruitment Process

By rushing the candidate search process, you are likely to be unclear about the ideal candidate or where to find them. As a result, the process becomes disorganised, costly and leads to headaches down the line.

2. Skipping Reference Checks

So you have found what seems like the perfect candidate?
Their experience and personality is ideal for the company and the deal is practically done. Not so fast! Reference checking is a crucial step in recruitment and should be carried out accordingly. By not taking the time to check references you are fully dependent on the candidates own personal view.

3. Waiting Around for the Ideal Candidate

Although a large candidate pool is usually considered a good thing it can quickly lead to indecisiveness. This in turn wastes yours and your client’s time, which is not an ideal scenario.

In real life, the perfect candidate is so hard to pinpoint that it’s generally best practice to select someone who fits the key criteria and could be trained in the non-essential skills. In the long run candidate training creates loyalty and productivity resulting in a successful placement.

4. Over Bargaining

Generally, once you have established a candidate’s salary expectations an automatic response is to attempt to bargain them down. This approach may be best most of the time, however too much negotiation at the start can create a bad working relationship.

5. Mismanaged Rejections and Not Providing Feedback

An easy mistake to make that should be avoided! Although, the majority of employers find it hard to allocate time to provide feedback for candidates who have not quite made the cut it is part of your job to acquire it. By providing employer feedback to a rejected candidate it can assist your recruitment process and boost your brands reputation.

6. Failure to Sell the Job/Company to a Candidate

By not properly selling the job/company at hand you are doing yourself a disservice and could easily lose out on a great candidate by them outright dismissing the role, or worst case leaving shortly after starting and you having to rebate your client the placement fee you earnt.

7. Interviewing the Wrong Personalities for the job

It is a good idea to have a clear vision in mind of what personality type best suits a role prior to the screening process. This will make you more efficient and allow you to hopefully increase your number of successful placements.

8. Dismissing “Less Qualified” Candidates

Quite often the best employees tend to be the less qualified ones. This is because they have a greater desire to prove themselves in their ability to carry out a role once placed. Therefore, take time to consider a candidate’s potential and traits rather than just their credentials.

9. Failing to Properly Prepare a Candidate

There are several advantages of prepping a candidate prior to an interview. Firstly, it will build their confidence by providing them with a clear idea of the organization and where their role fits in. It also prevents wasting an interviewer’s time during the process by enabling them to more easily determine whether an applicant’s skills and personality traits will fit within their company.
Preparation should consist of describing the company, the position’s details, the interviewer and their background.

10. Talking Too Much When Screening

It’s important to not get wrapped up in the sales spiel straight away. Remember to find out a candidate’s preferences at that start of the call to be able to better tailor your responses based around their answers.

SourceBreaker are here to make your candidate search easier so if you need any more tips on how best to get to that candidate first, please get in contact.