Avoid These 10 Recruiting Mistakes
Recruitment is more than just finding a person to fill a job. It’s selecting someone who will contribute to your company’s goals, and someone who you would be willing to invest time and effort in. A lot rides on your selection, so it’s not to be taken lightly. Mistakes happen and that’s normal. The difference with recruitment is that mistakes at this stage of the employment process may have an impact in the long run, and in the bigger picture – but may be harder to remedy as time passes. To help, stay clear of these 10 mistakes to avoid during the recruitment process:
Continuing the same process.
If you find yourself in a cycle to fill certain vacancies regularly, there’s probably already something wrong internally. If you do not stop and take a look at your company, it’s practices and your own processes, you’re bound to keep repeating the same mistakes. Conduct audits and have sit-down interviews with people, especially the ones who are leaving, and find out what you’re doing wrong.
Recruitment is a process. Just because you do it frequently doesn’t mean you shouldn’t prepare. Get all paperwork ready, prepare a schedule and meet with everyone involved with the process.
Not having a specific and measurable list of criteria.
Prevent having any bias opinions that may arise from their resume or interview by preparing a list of specific and measurable criteria you will use as basis for your decisions before considering any candidate. This will help you clearly sort out which candidates are qualified and those that are not.
Not providing the sufficient information.
Be sure to provide complete information about the job vacancy and the company to the candidate. Let him or her decide if he or she still wants the job, given all the information. If you withhold important details like unattractive job responsibilities, the candidate may feel cheated, much like purchasing a product based on a lie. This can lead to dissatisfaction and a premature resignation.
Rushing just to fill a gap.
Don’t breeze through the process just because of the urgency to fill a specific position. Yes, each day the vacancy is unfilled can mean less revenue, but think about the bigger picture. The loss will be much less than the costs of having the wrong person for the job.
Ignoring any warning signs.
A key quality you will want to look for in a candidate, especially if your company experiences retention concerns, is a candidate’s affinity to move on to a different job later on. Take note of the signs, such as employment history and future plans. Ask the person regarding his short and long term goals. If you feel you that the company will not able to meet them, that person will most likely not stay long.
Not including key decision makers.
As the hiring manager, you can make the decision on who to hire. But it is best to also consider the thoughts of people in the company, especially those directly affected by your decision. This mainly includes the candidate’s potential direct superiors. It’s important to have people who will be directly involved with the candidate’s work to help make a decision that is based on the needs of the company.
Throwing money on the problem.
Money is not always the solution to everything. If you are negotiating with a potential new hire, listen to what he or she is asking. Don’t always assume that candidates always seek more money in negotiations. If the candidate has reservations about accepting your offer, listen and ask what he or she is looking for. It may be flexibility, security or other non-monetary benefits. Then assess if you can and will provide these, and negotiate further.
Low balling good candidates.
On the other side of the spectrum, if you find a good candidate, don’t offer a low salary just because you can. If you present an offer that is lower than their True Market Value, it’s likely you are not treating him or her with the respect they deserve. A good candidate is a good candidate, pay them what they’re worth.
Failing to support the new hire.
Your job as a hiring manager does not end the moment the candidate signs the employment contract. You are the person’s first point of contact with the company, so you would be the person he or she may want to go to for any questions on concerns. Look after your new hire during the first few weeks. Check in regularly, and ensure that everything is well and in order. Be that person he or she can easily approach when needed.
Do any of these mistakes sound familiar? It’s ok to make them once in awhile. It’s a part of the growing experience and journey of our career. The key is to learn from them. At the end of the day, your job is to find the best people to achieve your company’s goals. Keeping this in mind will help you stay away from these mistakes.
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