Recruitment Mistakes We Should Avoid. Better Late Than Never!

Successful hiring is more complicated than just selecting the right people, and it is about attracting and retaining top talent in the best method.

If a company performs recruitment mistakes, It leads to inefficiency in company productivity. 

In the recruitment process, many companies may not have any perfect system for successful hiring. Once you understand the common mistakes and redefine best hiring practices, you can minimize the possibility of recruitment mistakes.

Thus, we found the common mistakes that happen in the recruitment process. Check out the information below.

 

Unclear Job Descriptions

The job description plays a significant role in finding the right candidate. Although, it is not new for employers to make mistakes when writing job descriptions and job postings.

Describing the job honestly and accurately is very important. An inaccurate job description might lead to unsuccessful hiring. 

Thus, the user or manager must communicate the job description adequately with the recruiter or human resources department. The purpose is to hire the right candidate for the team.

To ensure that your job postings attract suitable candidates, you should explain the required skills, education, and experience. The information should describe the job very clear and specific.

By providing an accurate job description, you can narrow down your candidate pool and simplify the procedure.

 

Relying Too Much On The Interview

According to a study by the Chally Group, an interview only increases the chance of finding the best candidate by 2%.  

However, some managers rely heavily on the interview. They believe that they will know more about the candidates by asking the right questions in a competency-based interview.

It would help if you kept it in mind. Candidates probably have a lot of interview experience. As a result, they are competent to present themselves well and respond with “ideal” responses. In this scenario, the interviewer may find it difficult to elaborate on the candidate’s real personality and skills.

Therefore, relying entirely on an interview is often a mistake in the recruiting process. The best way is to find out the applicant’s ability in a writing or ability test scenario. 

Planning, prioritization, or communication tests, can also offer an option.

 

The Perfect Candidate Mindset

Recruiters call perfect applicants “purple squirrels” because they are so rare! 

If you imagine the perfect applicant will come to fill the position, you are doing the wrong mindset. The “purple squirrel” that you imagine is impossible to come quickly.

If you stick with this mindset, you will only waste time and miss out on qualified and excellent candidates. 

This mindset also affects your team’s productivity. It will begin with an understaffed team for an extended period. Then, your team members have to manage the extra workload. In the end, this condition affects their morale and harms their productivity.

If you don’t have the perfect candidate, you can find someone who meets most requirements. At least, you ensure that they have good soft skills and fit in the company.

Don’t let your search for the “perfect” mindset drag on to the detriment of everyone else.

 

Rushing Through The Hiring Process

PwC’s 2017 survey reports that CEOs fear that the biggest threat to their company is the unavailability of talents and skills. Nonetheless, the talent shortage is a problem that less frequently happens in the recruitment process. Although the perfect candidate may not exist, it doesn’t mean that you should rush to hire anyone. 

A rushed recruiting process is similar to the mindset of the “perfect” candidate. If you do this process, you will also gain the wrong candidate. Therefore, you can find them in a wise method.

The first step is to screen applications in detail, interview applicants, and ensure their skills match the company’s needs. Then, you can conduct interviews and ability test sessions to ensure their capability.

While you are in the recruitment process stage, you can possibly hire a freelancer to cover the role until you have the desired candidate.

 

Passing Over An Overqualified Candidate

It is tempting to say no to over-qualified candidates. Nevertheless, the company must face the risk of their fast boredom and leaving the company soon.

However, rejecting these people out of hand is also a mistake. Hiring these people can improve your team regardless of how long they work for the company.

If the company decides hiring them, the option to retain this talent in the company is to offer the special benefit. The management can offer opportunities for development, promotions, or bonuses, leading to employee retention.

 

The Importance of Candidates’ Feedback 

According to a study, 85% of businesses fail to get candidates’ feedback. The best practice is to provide a candidate with feedback when they are not a good fit for the role. Employers who provide detailed feedback portray a transparent and honest culture in their enrollment and selection progress.

After providing feedback for them, the company also requests input from the candidate. The objective is to find out which aspects of the recruitment process need to be improved. 

Conducting Poor Interviews 

Based on several studies, 82% out of 5,000 managers reported that their hiring managers conducted poor interviews. This process is potentially resulting in failed hires. 

The decrease in quality-of-hire can result from the interviewer. They often forget to structure their interviews beforehand. As a result, they end up asking low-quality, impromptu questions.

Moreover, This process leaves a negative impression on the applicant and taints your employer brand. Instead, it’s best to prepare beforehand. When interviewing candidates for a job, make sure you:

  • On-time
  • Know what you’re looking for
  • Let them speak
  • Prepare for their questions 
  • Be honest, don’t oversell the position,
  • Don’t look for negatives. Every individual you interview will have strengths and weaknesses.

 

Lengthy Interview Process

We understand that you want your enrollment procedure to be thorough. You also don’t want to wear candidates out. 

Making the initial process difficult may turn off top talent. Besides, it wastes your time and the applicants’ time.

Time is essential, and applicants cannot afford to wait for a lengthy application procedure. If you do this complicated process, the candidate may have already joined another company.

A good rule of thumb is to tailor the process to the level of employee you’re hiring. For an entry-level position, one interview should be more than enough to qualify them. 

However, depending on the demands and responsibilities of the role, you may require more than one interview or include some assignment.

Using a recruitment agency can help you prevent this kind of issue. A recruitment consultant will make the enrollment much shorter with system automation.

 

After all, these common recruitment mistakes often lead to poor decision-making. And it is impacting your business.

Knowing the potential pitfalls when hiring new employees can help ensure your organization’s success and your team’s happiness.

Even if you know what causes hiring mistakes, you’ll still need the system and tools to avoid them.

Elabram as an HR Solutions provider can help you cover every HR needs: from workforce/temporary staff and expatriate providers, Executive Search by Recruitment Solutions.

To find out how to avoid recruitment mistakes and improve your employer brand through Elabram, contact us to request a demo. 

AUTHOR: Sibil Aina
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