Recruitment
Key Takeaways
With the great resignation and the sudden influx of laid-off employees, there’s a vacuum in the job market.
It falls on recruiters’ backs to handle the situation to their advantage, avoid making errors in the selection process and improve their hiring strategies.
In this article, we cover what mistakes recruiters must avoid when hiring:
“Joan is slumped in her chair thinking about why this situation keeps repeating for the third time in the past year.
She dreads having to tell Marion that her services are no longer required. She hired her only 5 months ago. How did this happen?”
How many times have you experienced similar situations as a recruiter?
Recruiting and hiring the best employees for a company isn’t always easy, but it’s definitely worth all the recruitment efforts.
A collaborative and winning team leads to success, and over 75% of recruiters are happy with their performance.
All this is thanks to the helpful recruiting techniques that they followed.
According to a recent PwC Future of Recruitment Survey, it costs from 30 to 400 percent of an employee's salary to replace him or her. It depends on their position. If your organization has a high turnover of staff, that can be very costly.
You can attract the best candidate for the job and for your organization if you look out for a few common pitfalls. In this article, we explore common recruitment mistakes, and how to avoid making them.
Before we even start discussing how to resolve any specific recruiting mistakes, the first step should always be to recognize the missteps you took during previous hires.
To review your overall recruiting process as objectively as possible is to start is with the metrics. Key metrics like candidates per hire, time to fill, and conversion rates for each step in the recruiting process.
Identify where you see the most significant drop and define two to three things to test in hopes of improving that conversion rate once the recruiting engine is up and running again.
Look at your time allocation. Where have you been spending the most time, and how can you become more efficient?
Explore technologies and process improvement strategies to help make you more productive, successful, and valuable to the organization.
Describe the job accurately and honestly in your advertisement. If you don't, you'll be less likely to attract candidates with the qualities and abilities that you're looking for.
A good job description is more than a simple list of duties. It should describe the role in terms of its overall purpose and identify key areas of responsibility.
Don't "oversell" the position, either, and lead applicants to believe that it offers more opportunities than it actually does.
For example, don't imply that there's a likelihood of quick promotion if there isn't. If you do, your ambitious new recruit may feel let down and leave.
If you click the link above, you will see that among the listed criteria for a great job description, is being transparent about the salary.
This seemingly small act raises trust in the company, creates a positive first impression about the employer as a company and as a brand, and can lead to numerous benefits down the road.
Some of them are recommendations of other qualified candidates and free brand marketing.
It is crucial to always be aware of your candidates’ motives, desires, and ambitions for their future going forward.
More importantly, comparing the compatibility between your candidates’ expectations and abilities with your company or client company’s goals is a big step to a successful hire.
Simply providing a competitive salary and/or benefits isn’t enough to keep employees in-house these days.
Incentives with real-life purpose and growth are becoming the main desire for many in the job seeker market.
By truly understanding these intangibles, your recruiting efforts can positively impact the company business as well as the overall team success.
On the contrary, these misunderstandings can be costly, time-consuming and devastating for people’s households.
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We talked extensively in the past about where to source candidates for specific roles.
Depending on the industry and the role you’re looking to fill, the sourcing destinations need to change accordingly.
If you’re filling a healthcare, technical (software engineering) and marketing roles, you will be required to choose three different types of locations to find the best candidates.
Use data and information from your talent pool to find the best places to recruit.
Each candidate will be happy to tell you about the forums, groups or platforms they use to hang out, share information and debate on the latest developments in their respective fields.
If you don’t maintain a good level of communication with your talent, which should never be the case, you can always do your own research about where to find specific professional communities.
Hiring too fast or too slow is equally damaging for the employer. And to your reputation as a recruiter.
While vacant positions delay operations, accelerating the hiring process puts unhealthy pressure on recruiters and you may end up hiring the wrong candidate.
Instead, have a well-structured hiring process with manageable deadlines to give the hiring team enough time to make decisions.
This means that you should never promise anything you aren’t reasonably sure about without compromising your process.
Admittedly, there are numerous debates about what actually constitutes a great hiring process.
But since the roles, companies and candidates are people, and every position and party are individually different, there’s no perfect solution for it.
However, some practices are proven successful and effective. In the job market we’re in right now, being creative and innovative in your HR approach is a must.
One aspect of recruiting that companies often get wrong is the way they present their company and their job openings.
They may not highlight the benefits of working for them or they may make it difficult to apply.
Companies can improve their recruitment efforts by making their website easy to navigate and creating a solid brand that potential employees want to be a part of.
Another very important thing recruiters can do is get a good sense of the company culture they’re hiring for in order to convey it to the candidates.
This will also be very beneficial to ultimately select the most suitable candidate for the role.
Because recruiters don’t hire only for a position, they hire for a workplace full of people and personalities.
Recruiters hire capable talent that is most likely to fit in the existing company culture.
Our team at Talentroo will assist you immediately.
Get in touch with us at mail@talentroo.com to set up a call.
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