3 Mistakes Recruiters Make in the Hiring Process

Modern Recruitment

3 Mistakes Recruiters Make in the Hiring Process

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In order to optimize your company’s recruitment process, you need to be able to identify the areas that need improvement. The inability to recognize your mistakes may cost your company a lot of money. Studies show that companies lose an average of 13,000 euros for each bad hire they make. And a whopping 74% of employers admit that they have hired an inappropriate person in the past. Finding the right employee is often a daunting task for just about any business, even the best ones.

Here are 3 of the most common mistakes that recruiters make and some tips on how to avoid them.

Failure to understand the candidate’s individual interests and goals

Candidate screening is a key part of the recruitment process. It is essential to figure out the candidates’ individual interests, because failure to recognize what the candidates are aiming for may lead the entire interview in a wrong direction. To avoid such a mistake, recruiters need to be careful not to pay too much attention to details related to the specific job, but focus more on the candidate’s personality instead. A good recruited asks questions about a candidate’s work routine and what his/her personal preferences are when it comes to what projects he/she enjoys working on. After learning about the candidate’s interests, a recruiter should ask questions like “What is the first thing you would do if you take this job?” The answers to such questions reveal ​​the candidate’s individuality and if he/she would be an appropriate choice for the vacant position. 

Failure to define clear responsibilities in the recruitment process

For most companies recruiting is a dynamic process and it is not always clearly defined who should be managing it in its early stages and how exactly final decisions are to be made. But things are guaranteed to run more smoothly, if roles and responsibilities are determined in the very beginning, even before publishing any listings about vacant job positions, so that there would be no confusion when the time for a final decision comes. 

In order to organize your company’s selection process, you first need to identify its main stages. Awareness of what it is exactly that each stage entails will help you make sure that the hiring process runs the way it is supposed to. In addition, having all roles predetermined will make it clear who is responsible for what during each phase of the selection. The best way to achieve is to have a discussion with the recruitment team, during which you should determine the exact requirements for candidates and specify how the final decision will be made.

No clear timelines

Probably the worst mistake that a recruiter can make is not setting a clear timeline for recruitment. Statistics show that 40% of all applicants lose interest in a job, if the company does not contact them within a week after the initial interview. And even if the other 60% have not yet  lost their interest in the job, they are still likely to prioritize other job opportunities, because of the long wait’s discouraging effect on them. Not having a proper timeline for recruitment is how business risk missing out on the opportunity to hire some competent and talеnted employees. 

Resolving that issue is not that complicated. You just need to set specific dates on which your company will contact each of the candidates. Set the date for your next meeting with the candidate during the first interview, and if you need to delay that meeting, be sure to contact and inform the candidate as early as possible.

The mistakes described above can have a negative effect the quality of your hires, but you can avoid them by organizing the recruitment process. HERE you can find out how our online platform Live-Interview.com can help you optimize and automate your hires. Feel free to contact us.

 

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