5 recruiter mistakes that could have been avoided
When it comes to recruitment it can be easy to get comfortable with the system that you are used to and ignore existing flaws that could be easily fixed. There are plenty of ways in which your recruiting process can be tightened up to improve efficiency. Whether you knew it or not, there are many simple recruiter mistakes that could have been avoided.
1. Under your nose
One crucial mistake often made in recruitment is in looking to outsource the job before looking in-house. The efforts of outsourcing may be a waste of time and resources considering that the candidate you’re looking for may already work within the company. By looking at your current workforce you offer a chance for employees to demonstrate talent that may have otherwise been overlooked.
2. Cut and paste
When looking at a candidate’s previous roles and experience, it can be easy to confine them to those abilities and overlook their potential to progress. By keeping a candidate in near enough the same position that they have worked before, you run the risk of making the job too familiar and therefore less interesting.
On the other hand, if you give them the chance to bring something to the table, you may be surprised by the results and uncover potential that will benefit both your business/client and the employee.
Similarly, when approached with a vacancy or a position opens up within your company, it can be easy to look for the same type of person that had previously filled the role – instead you should allow different candidates to approach the position from a different angle and perhaps they might offer something beyond what you had become accustomed to.
3. A balanced job description
Before the interview you need to be sure that you are attracting enough applicants to the job who are relevant for the position.
If the job description is made too precise you run the risk of limiting the amount of applicants. Even those who have the desired skills and experience might be intimidated by the sheer specificity. Ideally you want to interview enough prospective employees to feel as though you have seen a varied sample and to be certain that you have chosen the right person for the job – this can’t happen if you don’t see enough people!
On the other hand, if the job description is too vague it could result in too many applicants. The last thing you want is to be spending time and resources sorting through under-qualified candidates.
4. Sticking to the familiar
Though it may feel as though you are specialising if you focus your recruitment through one particular process, you actually limit yourself from seeing all the talent that is available out there.
Unknowingly you may be seeing variations of the same kind of candidate because you are sticking to the familiar. Alternative methods are available that could allow you to see a whole range of potential that gives you the advantage of choice.
5. Hold tight
The number one mistake that recruiters make when hiring is cutting the process short when they believe they have struck gold. Though it may seem as though a candidate is perfect for the role it is more than likely that there is someone better out there!
It could feel like a waste of time for both you and other candidates if you really think that you are decided – but seeing other interviewees will give you something else to think about that may lead to reconsider your initial opinion or carry out additional interviews.
You don’t want to be putting all your eggs in one basket, especially if they decide not to accept the offer – because then you are back to square one.