Recruitment Mistakes – What Can Go Wrong

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Below is a list of common recruitment mistakes that can hold back even the most experienced companies:

  • Not advertising in-house – sometimes the most effective way to move your company forward is to draw on the expertise of those who know it well. Advertising vacancies internally can motivate and challenge your existing workforce as well as tapping into a field of potential applicants that already understand your company.
  • Sticking with the same recruitment source – if it works, there is a tendency to stick with the same recruitment method. However, the way that people search for jobs is rapidly changing. Widening your audience and method of exposure will also enhance your reputation as a forward-thinking company. Using social media and online recruitment agencies are fast becoming the most effective recruitment solutions.
  • Too many ‘essential’ qualifications or experience – a long list of ‘essential’ qualifications and experience can really narrow your applicant field, potentially excluding younger and less experienced applicants from opportunities in which they could flourish. A few key requirements plus some ‘desirable’ attributes can help to freshen up your workforce.
  • Looking for someone who has done the same job somewhere else – by prioritising someone already doing a similar job, your applicant pool will contain those wishing to change location or company but not necessarily those with the most ambition. By helping someone to move up the career ladder instead of moving sideways, it can also open up fresh ways of doing things.
  • Not involving direct line managers in the recruitment process – think carefully about the people who will work with or directly manage a role, sometimes chemistry and personality determine success more than their curriculum vitae.
  • Failure to prepare candidates for interview tasks – fairness dictates that the recruitment process should be as transparent as possible. By giving every interviewee enough time and information to prepare, you are not disadvantaging those who may have been away from the workforce for a while or those unfamiliar with certain software or processes.
  • Lack of courtesy in getting back to unsuccessful applicants – a top complaint from job applicants is that companies fail to acknowledge their application or fail to inform them if an interview has been unsuccessful. In a world where reputation is everything, courtesy counts for a lot.
  • Putting your decision on the interview alone – the most effective workers are not always the most confident speakers. Consider group tasks and work samples to allow everyone to demonstrate their strengths.

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