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Common Mistakes to Avoid in Recruitment

Common Mistakes to avoid in Recruitment

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Mistakes in recruitment process result in employing inefficient employees. Be mindful of the below blunders to avoid economic loss aside from bearing extra costs on the recruitment process.

Rushing Without a Strategy:
Ignoring the importance of strategy and racing to start the recruiting process means you chose a classic route for failure. You need to prepare ahead before rushing to post a vague old job description on the same websites without a spread of information across the reliable platforms.

Outline the accurate work description and give a thorough check before posting on multiple platforms. Keep in mind that tailoring a long job application to fill, will dissuade top job seekers from applying for the company. Try to maintain the right balance.

Failing Brand Image:
Corporate image can be tarnished within minutes due to the widespread of so-called news and allegations. If you don’t respond to justify yourself and call the allegations fluke, the result can be dire. Salvaging the image after the failure of damage control due to unwarranted delay is quite laborious. It may lead to a decline in interest from prospective employees.

Corporate image can be tarnished within minutes due to the widespread of so-called news and allegations. If you don’t respond to justify yourself and call the allegations fluke, the result can be dire. Salvaging the image after the failure of damage control due to unwarranted delay is quite laborious. It may lead to a decline in interest from prospective employees.

An active presence on social media to monitor brand image on Glassdoor, Linkedin etc., helps to pluck bad promotion at root about your company.

Zero Social Media existence:
As mentioned above, you can face negative impacts like spreading harmful allegations and apparent lack of social presence to question companies authenticity. Different social accounts in LinkedIn, Facebook, Twitter, Instagram, and forums may exist on your company name. But with no valuable content to share accompanied by a prolonged absence, you are at loss of options to impress the job aspirants.

So be active in your social channels sharing unique content, videos and images to captivate a large audience.

Against Technology/Phone Screen:
Overlooking technology and resisting to subscribe for recruiting software leaves you to come last in the upgraded job market. Keep aside your personal prejudices, and insecurities about AI replacing your position, subscribe for a hiring software.

Recruiting platform offers services like a job description, list outs job posting websites, chatbots for personalized messaging, email marketing, etc. Phone screening enlists the prime candidates based on their resumes and chatbots to analyze their competence.

Not going for long-term employees:
You hired an ideal fit candidate, but he/she left the company after a few months favoring over another great opportunity. Leaving you to relaunch the whole recruiting process once again. You need to employ the one who stands beside you for a prolonged period, so don’t rush while hiring.

Better to opt for legal binding for the new hire, so that they can’t ditch you halfway at the time of an important project.

Narrow View on over and under qualifiers:
It is not always possible to find the perfect candidate for the position. Some may lack in some fields, whereas others may be overachievers. Don’t turn a blind eye on them. Take the option in your hand to test and hire the overachievers as it may help the company in different aspects, but maintain transparency in your dealings regarding the job position and the salary.

If a candidate matches 70% or more qualifications in the job description and enthusiastic enough to learn and grow in the field. Take a chance to hire them, who knows they may perform better than your ideal fit?

Interviewing without concrete knowledge on the subject:
Are you just going to walk-in, to examine the candidate without proper understanding about the subject matter? Then you are going to make a fool out of yourself and the company in front of the candidate.

There are no definite criteria that the HR needs to have an understanding of every technology. During theses situation better to collaborate with other departments to conduct the interviews. Prepare ahead on the interview questions and their answers will be helpful enough, but may not be that effective, if the candidate probes about that topic. Make a team with a proper match to conduct the interview.

Wrong and Predictable Questions:
Ordinary questions like “What are your strengths?” Receive immediate answers since the candidates are well-prepared for them. You need to through them off balance to get a glance on their personality, how cool can they maintain to answer off balance questions and do they take the bait for tricky questions? It greatly determines their personality and skills to work in due pressure.

Please refrain from inquiring on inappropriate topics and stick to job-related queries.

Great Skills Means Right Attitude?:
HR’s lean towards the candidate’s extraordinary skills dismissing their attitude and possibility to click-in with the corporate culture. By chance, if their attitude is beyond your imagination, you are going to face a daily headache with a lot of complaints to sort out on that person. So apart from the performance, check their attitude and make enquiries in their prior job locations before hiring.

Lack of Genuine Engagement:
More than 50% applicant don’t receive even a thank you message on emailing their resume. If you are negligent enough to not to respond to an anxiously waiting candidate after prescreening you may lose the candidate. So if you don’t manage to have personal communication with them, their dilemma on the position can lead them to look towards other job position. Automated email system and chatbot are your solutions.

And never conclude on salary on first meeting. If the candidate can fit in the team and have them all right qualification but demanding a high salary, tell them they need to discuss with the upper branch. Don’t dismiss their claims on the salary immediately. Notify them on the end decision on being in constant contact with them.

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