Common mistakes in recruiting

Common mistakes in recruiting

All enterprises have flaws in the recruitment process. That is okay since nothing is meant to be perfect. Yet, a successful business must consistently demonstrate an appetite for improvement and growth. 

Undoubtedly, people learn best from mistakes, not inspirational success stories; thus, today’s focus is on prevalent recruitment mistakes and tips on how to avoid them.

#1 Rushing or protracting in recruiting.

If you rush, trying to fill a vacant position in the shortest possible time, the likelihood of missing critical details and making bad choices grows. Therefore, when it comes to actual work, new hires may fail to meet one expectation after another. It takes time to hire quality candidates, though it always pays off. Rushing increases the risk of hiring unsuitable candidates and wasting resources.

On the other hand, if you protract, you are likely to lose the most promising talents. Highly competent and well-motivated candidates do not get stuck in the job-seeking process since they receive many offers. Remember about timing so that you do not miss such prospects.

There is no perfect time range as everything depends on your position and company specifics. The only advice is to take your time but be quick in recruiting.

#2 Creating a poor job description.

Designing a job description is a tricky task. It is vital to regard it as building an ad: you should make it attractive but clear. Otherwise, numerous irrelevant applicants may send resumes, or relevant applicants may get confused.

Some job ads list too many requirements, even though candidates do not need to meet them to do actual work. Some present unrealistic advantages, such as a quick promotion. Some have poor wording that may appear inappropriate for senior positions.

The best tip is not to scare off all talents with high requirements or poor wording. Also, do not fool applicants about unrealistic benefits. The wrong approach to building a job description may lead to adverse consequences, so avoid it by investing a little effort. 

#3 Asking silly interview questions.

Do you ask good questions at interviews? On the web, you can find multiple lists containing ridiculous interview questions. For example:

• Where do you see yourself in 5 years?
• What are your strengths and weaknesses?
• Why are you better than other candidates?

Many may wonder why these questions are better to avoid. The reason is they take time but bring no value. They reveal nothing about candidates’ competence or soft skills. These questions are about self-presentation, and while it is an important skill, it is often not the priority. 

Inadequately conducted interviews lead to bad hires and wasted resources. Ask only relevant questions that explore candidates’ qualifications and soft skills. You can also add tricky questions to check their analytical skills and creativity.

#4 No adequate communication with applicants.

Poor communication when dealing with unsuitable candidates is a failure of numerous recruiters. 

Suppose you examine the website where applicants and employees can leave feedback about any company. You will come across a number of negative reviews from dissatisfied candidates. Most of them have faced poor communication with recruiters.

Recruiters often fail to communicate with unsuitable candidates. At first, you may think that it is unnecessary, though these candidates can spread unfavorable information about your company both via reviews and just among their social networks. 

Keep all candidates happy through proper communication, even if you do not plan to hire them.

#5 Offering low salary.

The worst mistake that many enterprises make is saving financial resources by paying their employees less. They often have to pay a much higher price for this mistake at the end of the day. 

Employers or recruiters who experience doubts about an appropriate salary range need to google or get a consultation. While googling, it is essential to consider such factors as an industry, location, talent pool, etc.

A vacancy budget may be much lower than an average salary range. In this case, the best solution is to waive requirements. Do not try to find great talents who sell themselves cheap since you will solely waste time.

#6 Focusing on a cultural fit.

Many recruiters endeavor to find a cultural fit. They believe only candidates who fit culturally into the team can be considered successful hires. It just appears intuitive.

However, hiring a cultural add is what actually produces better results, and it may seem counterintuitive. Culturally diverse teams come up with creative ideas and deliver innovative solutions.

People having similar hobbies like running or playing a musical instrument can make a great team. At the same time, innovation requires teams with specialists whose brains are wired differently.

Wrapping up

The size of business, industry, and location do not matter when it comes to these recruitment mistakes because they are prevalent everywhere. Do not perceive making any of them as a tragedy but be ready to acknowledge, learn from, and prevent them. 

If you need a consultation or assistance in recruiting, Ander is willing to share our experience and help. Contact us, and we will gladly respond.