5 common but avoidable HR and recruitment mistakes

COVID-19 has significantly impacted the unemployment rate. Therefore, HR must […]

COVID-19 has significantly impacted the unemployment rate. Therefore, HR must expect to see an influx of applications listed on job boards.

As well as this, it is more important now than ever to hire the right candidate! It would be inaccurate to presume hiring a candidate is simple as there are many variables that affect a candidate’s suitability (such as hard skills, soft skills, cultural fit…), however the cost of hiring the wrong candidate could be detrimental to the business success.

With an influx of applications and more pressure on HR to hire the perfect candidate, hiring managers and recruiters must be aware of mistakes that are commonly made in recruitment.

It is the recruiters’ responsibility to post a job advertisement that accurately reflects the position they are hiring. Use the correct terminology, don’t be too fancy- keep it simple and neat. Often recruiters try to jazz up a job with jargon that makes it difficult for applicants to digest and analyse, which may result in applications that are not suitable.

Use the correct job boards! Don’t simply stick to one posting board, make sure you utilize your resources and post to a variety of boards to increase your chances of receiving quality applications. You want variety in your audience and applicants. Do your research and utilize boards that are best suited to your industry, business and requirements.

Recruiters usually have an ideal candidate profile in mind prior to the hiring phase- which is understandably necessary in order to receive approval from their request to hire. The issue arises when those responsible for hiring will not budge on their ideal candidate profile. Let’s face it, you are never going to find the perfect match for your description! They just don’t exist- you can not create an imaginary person and then turn everyone away who does not quite suit the description. Do not hold out for someone you hope might apply, instead hire the best candidate you have interviewed for the position.

Speaking of interviews, there are a few recruiter behaviors that negatively impact the recruitment of a candidate. Make sure you are prepared and ready for the interview! It is not only the interviewee’s responsibility to be prepared, but it is also the interviewers! Prior to the interview, write down key questions you need answers to, and what you hope to achieve from the interview. Etiquette and professionalism are needed from both parties in order to have a successful interview.

Interviewees prepare for interviews in order to shine and seem as though they are the perfect fit. Sometimes, the perfect candidate does the opposite and completely flunks the interview! This is where your gut instincts need to come in, and you need to be objective and not rely entirely on the interview.

Whilst you need to be objective and trust your gut instinct, you also must be subjective! Remember, it is human nature to have unconscious bias. It is not about ignoring it, it is about acknowledging it and being aware of your first impressions. Recruiters commonly choose to ignore the presence of unconscious bias instead of analyzing their thoughts logically and objectively, which results in suitable candidates being unsuccessful.

Let’s be realistic- if a candidate is applying to your position, he will also be applying to alternative positions… they are on a job hunt!

Some recruiters are impressed with a candidate, but take their time organizing their paperwork and onboarding documents (like their contract, letter of employment…). During this time, the candidate may receive another offer, who onboard him faster, and accept the other position! Therefore, slow onboarding results in candidate drop off.

Recruitment is not easy! Matching a person to a position is difficult, and although there are many tips and tricks on how to be a good recruiter, it takes practice and experience to develop your talent acquisition skills!

Whilst making mistakes is frustrating, it is a method of learning. So, if you have made one of these recruitment mistakes, do not beat yourself up. Instead, acknowledge the mistake, and adapt your strategies to avoid these common mistakes!

Originally published on Social Hire

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