Five Fatal Mistakes Not To Make When Recruiting Your Next Candidate
The recruitment process is crucial for a company’s success because, if done properly, it can create a talented, motivated and qualified team that can drive the company forward. Too many companies, however, make fatal mistakes that can harm future prospects, so you need to be aware of these and avoid them.
1. Lack of Preparation
Before you begin to recruit, you need to be fully aware of the post to be filled and the qualifications, skills and other attributes a candidate needs. Too many companies, however, fail to prepare comprehensive job descriptions and job specifications that will form the basis of the recruitment process.
Often they’ll use old job descriptions, failing to realise that the role has changed and the description is no longer adequate. This means that the process starts from the wrong basis, so there’s little chance of achieving a successful outcome.
Ideally, you need to know exactly what job is to be filled and what the ideal candidate needs for the role. You should have a recruitment strategy set out, including the important interview questions to be asked and what to look for. That way, you won’t get side-tracked and will focus on exactly what you need.
2. Failing to be Objective
The aim is to find the best candidate for the job so you can’t afford to discriminate or have pre-conceived ideas. Some employers will favour candidates from certain backgrounds or age groups and may avoid taking on people who are more qualified or experienced than themselves because they fear the competition.
This type of behaviour means the best candidates may be lost. By being objective, you’ll base your decision purely on skills, qualifications and other attributes that make the person suitable for the job. Don’t, however, rely only on their interview performance but check their claims and references, conduct tests of their skills and assess fully their suitability.
3. Not Being Realistic
Some employers have their view of the ideal candidate and won’t take on anyone who fails to fit all the criteria. This attitude can result in a long and futile recruitment process and the loss of many highly qualified and talented applicants.
If you don’t have a candidate who ticks all the boxes, choose the most suitable one. If an applicant has most of the necessary skills and an adaptable attitude, job training can be provided to fill in the gaps, and this will help to build employee loyalty.
Some employers also aren’t realistic about the job, over-specifying it and creating a false impression. This can only result in employee dissatisfaction and a high staff turnover, so it’s best to describe the job accurately.
4. Not Considering Internal Candidates
When a post is to be filled, some employers only consider external candidates. That can be a serious mistake since it overlooks talent within the company.
Existing employees will already be familiar with the company’s goals and culture, so will require no induction and less training. The availability of promotion will encourage all employees to work harder to better themselves rather than feeling they’re in a job with no prospects. This will improve employee morale generally and reduce staff turnover.
5. Failing to Sell the Company Brand
Recruitment provides a chance to promote the company to all applicants, which is a marketing opportunity that many employers miss. Candidates who are impressed by the business are likely to spread the word on social media. Even those who fail to gain employment will speak well of the company if they’re treated well and receive good feedback.
The Best Way to Avoid Mistakes
Recruitment presents many opportunities that companies often miss. With the help of Schward Recruit, you can ensure you take full advantage and employ the best candidates with the skills, qualifications and commitment to make your business prosper.