Discover the 7 Worst Mistakes Recruiters Make

Every so often, you may notice that things might not be functioning as efficiently as they should be within your recruiting department.  It may have started out as small issue such an occasional applicant declining a job offer, but you may be noticing more and more such occurrences lately. It’s easy to miss the signs of trouble brewing when you’re in the middle of all the action.

However, taking time to assess your personal and departmental recruiting practices is necessary if you want your company to remain a competitive force in the job market.  Today’s employees are savvy.  While they realize that good jobs can be hard to come by, they also know what they expect from an employer and are willing to wait until the right one comes along.  Read on to learn the seven worst mistakes most recruiters make.  You can then use this knowledge to ensure your recruitment team gets back on track. 

1. Becoming Complacent

If you’ve been doing this job for a long time, you’ve likely seen versions of the same resume come across your desk from candidates who begin to seem like clones over time.  Even newer recruiting professionals can fall into this trap.  Developing lazy habits and making assumptions can lead you to reach the wrong conclusions about potential employees.  Try to look at every resume and each candidate with fresh eyes in order to ensure you aren’t missing a true gem.

2. Taking on Too Much

There are a lot of duties involved in a recruiter’s job.  Trying to take on too much at once causes miscommunication and disorganization.  Problems like an inefficient hiring process or overlooking valuable information about candidates are bound to occur if you’re trying to juggle too many tasks.  Taking some time to set up a new organizational routine or to delegate a few duties can get things flowing smoothly again.

3. Wasting Candidates’ Time

This is a big one.  Complacent, over-committed employers may find themselves double-booking interview slots or neglecting to notice a conflicting appointment.  It happens, but it also reflects very poorly on you as a professional and on your company as an employer.

4. Losing Focus of Your Company Brand

The impression your company projects is known as your brand.  While you may be aware of this, many recruiters forget just how essential the recruitment role is when it comes to maintaining a consistent message.  Keep your organization’s mission statement in mind when interacting with potential candidates on social media and in interviews.

5. Failing to Provide Feedback

Job candidates today expect to receive feedback and acknowledgement from companies with whom they’ve interviewed, even if they don’t get the job.  Getting in touch with all applicants who took the time to come to meet with your representatives for an interview is crucial.  It’s a common courtesy that far too many employers overlook these days.  Candidates appreciate knowing how they could have improved and that they can now use that information in future interviews.

6. Neglecting to Consider Cultural Fit

An essential part of the hiring process is employee retention.  You don’t want to go through searching for someone new if this hire doesn’t work out after a short time.  One way to avoid such a problem is to try to choose winning candidates by their ability to get along with your current staff and to fit within your organization’s values.

7. Waiting for the Perfect Candidate

Nothing drags out a search process like a recruiter who is waiting for perfection.  There truly is no one perfect candidate for a job, and you can never be sure the one you choose will ultimately work out.  Use your experience, instincts and knowledge to choose the candidate who seems to hold the best set of appropriate criteria.  Stay within a predetermined time frame and be sure to promptly contact the applicants who weren’t chosen for the job.  Making applicants wait an unreasonably long amount of time for the results of the hiring decision reflects poorly on your brand.

These recruiting mistakes are common, and they can create a negative impact on your organization’s reputation among future candidates.  However, they aren’t insurmountable issues.

Making just a few strategic changes can go a long way toward increasing the efficiency of your recruiting process, as well as the appeal of your company as an employer.  Need some help with your recruitment?  Please do not hesitate to ask… I am here to help!