Eight Common Mistakes That Recruiters Must Avoid


8 common mistakes every recruiter should avoid

Recruiting can be a rough row to hoe. The ones you will hire will shape your company’s future. So, it is better to be careful and not repeat mistakes when selecting people for a position. Take their interviews and tests, and scan their resumes.
You can also go through their social profiles to be sure. Job seekers sometimes apply for a position and get selected but don’t join it. It can be troubled for the recruiter what did lack regarding the job offering or company.

So it’s better to be careful when it comes to hiring. This article discusses what you shouldn’t do during the entire procedure to get the best team for your business.

Common Recruitment Mistakes That Recruiters Make

Humans make mistakes, and recruiters are human too, but it is always better to stay alarmed. Following are the common mistakes recruiters make while hiring.

Mistake 1: Not Creating Honest and Accurate Job Advertisement

Be honest and provide an accurate job description at the time of advertisement. Be cautious about the details you are adding to the description. Don’t add something which isn’t true or exaggerate the position.

Always write the key responsibilities of the position of employment. Don’t write things like you would get a promotion soon if you are not going to do it. This would be discouraging for the employees. It might even result in their resignation of them.

Mistake 2: Not Giving Thought to Recruiting From Within

Another mistake recruiters make while hiring is not considering recruiting from within.

Suppose you own a marketing agency company and have a content writing department. The team lead of that department resigns due to some reason, and it’s time to appoint a new one in their place. So in such situations, searching for someone from outside would consume time and money.

So you can select an experienced and responsible writer among all of them and promote them to that position. This can be beneficial for your company as this will save time in training that person.

The one who already works under your brand knows your rules and regulations. Moreover, this would motivate the staff, who would be more dedicated to their work. Your business’s secrets wouldn’t be leaked this way too.

Mistake 3: Depending Too Much On the interview

A lot of times, employment recruiters depend way too much on interviews. They just take interviews of job hunters and go through their resumes before appointing.

A meeting and CV aren’t enough to recruit someone, especially when it is a higher and more demanding post. Employment services can also add tests related to the position of employment.

For instance, a professional CV writing service can take written resume tests to examine how much the job seeker is capable.

Another example would be if you hire a teacher, you can take their demo. A demonstration would give you an idea about job hunters’ abilities. Can you observe the way they teach? Are students paying attention and taking an interest in the lecture? If yes, then hire that person.

Mistake 4: Being Unconsciously Biased

You might not be biased, but you might unconsciously show favoritism sometimes. You might unwittingly give preference to the one who belongs to the same status, race, culture, language, color, or age.

This can be problematic later for you as you might leave behind some highly talented and professional people. So you must ensure that you are being fair during the recruitment process.

Mistake 5: Hiring Less Talented People than You

The American entrepreneur Guy Kawasaki once said in an interview, “A players hire A+. The other people appoint less skilled than them. B brings in C, C employs D, and so on.”

This is one of the common mistakes recruiters make while hiring. They feel scared and see them as a threat to their position.

However, wise managers hire those who are more skilled than them. They are aware that these types of people can upgrade their business. Positive-minded people don’t feel ashamed to learn new things from their juniors.

Mistake 6: Saying No to Overqualified Person

We often say no to the overqualified person either due to the above reason, or you feel they might leave soon for a satisfactory job. Right?

If you are doing this, don’t repeat it next time a highly educated and experienced person appears for an interview.

Even if they stay for a short period, it would still benefit your firm. This type of mover and shaker help you build a team and motivate them to be loyal to your company.

You should also provide opportunities for rewards, development, and progression to this smart cookie.

Mistake 7: Waiting for a Purple Squirrel

You might have an image of the ideal worker with the right education, experience, and skills that perfectly fit your position. Think as you are waiting for that purple squirrel; you might overload your existing employees.

Overburdening them with work can affect their morale. In such a situation, choose a candidate who is the most suitable related to the job requirement. Once that person joins the posting, he can grasp specific job skills for that place.

Mistake 8: Looking For Too Much, Too Soon From a New Employee

The eighth biggest mistake recruiters make while hiring is they start looking for too much from a new employee very soon. It is also understandable when the place has been empty for a long while or when the recruiting process has taken very long.

But this doesn’t mean you start overburdening the new staff member or trainee. You also think from the place. Usually, a new person takes about three months to settle down and pitch in.

Hold their hand in the first few weeks. Make them feel welcomed in the corporation as advised by Edinburgh CV writers.

Final Thoughts

Hiring a recruit can be costly and time-consuming. Hiring the wrong person can also become problematic for you.

Therefore, we came up with this article on “eight common recruitment mistakes that you should avoid.” Now that you must have read till here, we hope that you employ a well-skilled person who turns out to be most suitable for that position and your company.


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