10 Most Common Recruitment Errors          

10 Most Common Recruitment Errors

October 15th, 2014

Recruitment can be a very complex task if not done in the proper way. This article focuses on 10 common recruitment errors, avoid these and it will help you recruit the best employee for the job.

1.    Failing to look in-house

This is a very common error where the employer does not advertise the vacancy to the existing employees. In some cases, the best suited employee might already be in the company. By not doing any internal marketing, employers will lose the chance to utilise the professional networks of existing employees or may spend time and resources interviewing new candidates when a perfect match may already working within the company.

2.    Failing to explain the interview process

Some interviews might have additional features such as multiple sub-interviews and practical tests. All the candidates should be properly informed about the whole interviewing process and how long it will take for a decision to be made or feedback to be given.

3.    Looking for an exact replica

This is very common among the modern interviewers. They expect to recruit an employee who has done the exact same job in a similar place. This will overlook potential, innovation and creativity. There might be hundreds of candidates who are perfect for the part but who do not satisfy the above criteria.

4.    Using the same source over and over again

Employers tend to be quite predictable in their recruitment process. If a particular source is used once successfully, they will tend to use it continuously. This will limit the potential of their search.  For better results, employers can use either a professional recruiter or recruitment websites such as www.simplifiedrecruitment.com

5.    Looking for a superhero

Most job advertisements ask for specific backgrounds, experience and different qualities.  When too many criteria are specified as required, good candidates may be put off making an application for the role. Not only will this limit the applicants but it’s unlikely that many will measure up to all the requirements. It’s advisable to advertise for balanced candidates; not superheroes who can do everything.

6.    Not giving exact information of the job and not providing a proper job description

Some companies put out vague job advertisements, these result in too many applicants applying for the job and make shortlisting a nightmare. Most importantly, without a proper description the applicants may also be unqualified for the job. Making details such as what is expected more explicit can filter the candidate pool right from the application stage, saving time later on.

7.    Not allocating a proper timeframe for in recruitment process

It’s important to recognise that recruitment takes time and that to recruit a good candidate using a fair and balanced process will not be something which can be done in a few hours. The average process for an entry level job in a mid size company would be two weeks. This will give you time to see multiple applicants as well as refine your idea of the perfect candidate. Resist the temptation to employ the first person you see, you will reap significant rewards by sticking with a fair recruitment process.

8.    Failure to involve key personnel in the interviewing

All the managers who will be responsible for the intended position should be involved in the interviewing process and ideally you should involve someone who is also at the same level as the new recruit. Involving multiple stakeholders will help immensely in selecting the best match for the job.

9.    Exclusively hiring very expensive external recruiters

A heavy dependency on external recruiters often highlights a much deeper organisational problem. External recruitment consultants might bring good candidates but aside from the fact that they are extremely expensive, as the organisation is only ever going to be as good as it’s people, it’s always going to be helpful to involve your own employees in the process. By using websites like www.simplifiedrecruitment.comyou can achieve the scale and scope of campaigns run by the recruiters themselves. This means that it becomes viable to look at using internal sourcing strategies in tandem with external agencies.

10.    Don’t offer the job right after one interview

Even though some managers might be tempted to offer a job right after an interview because they feel ‘that candidate’ is perfect; it is not the correct or the fair thing to do. There will often be a better candidate later in the process and it’s not fair to the rest of the shortlist to shortcut the process abruptly. If possible, all the shortlisted candidates should be interviewed and everyone should be given an equal opportunity.