Top Recruitment Mistakes! – What Could Go Wrong?

When it comes to writing a great job advert, recruitment companies have been on the receiving end of the very best and the very worst – they know what works and have seen more variations and mistakes that most employers ever could.  Most employers would do well to heed their advice.  Below are a few things to avoid when trying to attract the perfect candidate:

•  Using the same job advert again – it may seem like a quick and easy option to simply re-use the same advert that  worked the last time that you advertised a particular post.  However, you may be missing a trick here – recruiting in the same way could be limiting progression – roles and their requirements should always be moving forward, the criteria that you used last time really should be updated to meet the current needs of your business.  This also shows potential employees that the position is designed to take the company forward, not the same kind of work that they may currently be doing or have seen before.

•  Having a slow process – you are not the only job that an enthusiastic and qualified person will be applying for.  If your recruitment process takes too long, they could be snapped up elsewhere.  Furthermore, your process affects your reputation – it demonstrates the professionalism of your team and the ethos of your company.  People are quick to tell others of bad recruitment experiences and it can be frustrating if the candidate feels the need to chase you at any stage.

•  Over promising, under delivering.  Obviously it is important to sell your company as being a great place to work; after all, marketing in the jobs arena is just as important for your brand as what you actually do.  However, false expectations about salary, progression opportunities or training can quickly lead to dissatisfaction and you may find yourself needing to recruit all over again.  The key to this is in the planning stage – think about the role you are recruiting for in terms of the future needs of the business rather than the historical training needs.  Ensure that anything that you promise has been set up and budgeted for before you place your advert.

•  Being too single minded.  A common mistake touted by many is the focus on finding a perfect candidate, even worse if you base that image on the person who has just left the role.  Be open to a range of applicants with different areas of expertise and with different experiences.  Consider your list of ’essential’ criteria – are they really essential to the role? Could alternative qualifications be accepted? Could a lack of experience be overlooked in favor of other interesting skills or qualities?  Sticking with an image of who should take a particular role could really hinder the future direction of your company.

•  Not considering cultural fit – your products and brand may change over time but your overriding ethos and company values may last a lifetime.  It is important to look for these same values and attitudes in future staff.  Look for evidence of this in the recruitment process and consider using behavioral interview questions to see how they would handle relevant situations.  Think about what you value most in your service to customers and the traits that you prize highest in your workers.  The most qualified person is not always the best fit.


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