Competition in the current recruiting landscape has reached new heights. With employers becoming more aggressive when it comes to marketing themselves and offering unique perks/benefits, recruiters need to work harder and smarter to attract the best talent in the market.

The challenge lies in avoiding mistakes that can cause you to lose money, time, and in the worst-case scenario, your customers. 

With that said, we encourage you to evaluate if you may be potentially guilty of some common mistakes that could be compromising your recruitment success. Here are some red flags to watch out for:

  • Poorly crafted job description

As a general rule, you need to be honest when creating job descriptions. It should list the tasks or duties associated with the job, identify measurements for success, and describe why the role is vital to your organization.

A couple of scenarios could occur if you fail to provide complete or accurate details in your job description. On the one hand, if you fail to explain what’s expected of potential employees, it will be difficult for candidates to determine if they’re a good fit for the role. On the other hand, if you oversell a particular position in terms of career growth, you may be leading candidates to believe that it’s easy to get a promotion when that may not necessarily be the case.

Either way, a poorly crafted job description can make it nearly impossible for you to find the right person with the right skills, qualities, and attitude to do the job well.

READ THIS RELATED ARTICLE: Outsourcing vs. In-House Recruitment: Which is Better?

  • Failing to consider internal candidates

Before you spend your external hiring ads budget, it’s best to look around for potential candidates internally. This kind of hiring strategy helps to not just to save money but also to save time and other essential resources for HR.

Internal hires are more familiar with your business model, processes, and values than someone who is brand new to your business. With fewer areas to cover in training, internal recruits can transition to their new role very quickly.

Having existing employees fill roles also goes a long way in maintaining quality standards within the organization. Since internal hiring often involves promoting employees, you can identify which of your staff has an excellent track record and, therefore, is best qualified for the job. 

  • Not addressing unconscious bias

It’s only human nature to favor people who think or act the same way you do, and it’s following this type of behavioral pattern that biased hiring happens. You may or may not be consciously aware of it, but it’s entirely possible to form a bias against someone and reject that candidate because of his/her race, age, gender, social background, and so on.

Needless to say, unconscious bias can limit the depth of your talent pool and get in the way of diversifying your organizational workforce. Make it a point to check how your recruitment systems or tools are using candidate data, as well as devote more time to reviewing hiring decisions. The goal is to ensure that no candidate is eliminated due to unconscious bias.

  • Focusing on “culture fit” and ignoring “culture add”

Companies are moving away from the recruitment methodology that looks for culture fit in job-seekers. Instead, “culture add” is increasingly taking the spotlight.

What makes the two approaches different is that the first one is all about hiring people with the same set of values. On the surface, this looks fine. However, if you’re not careful and focus solely on culture fit, you may be crossing the boundary of unconscious bias and hampering diversity.

Meanwhile, culture add goes a step further than culture fit by requiring you to consider candidates who not only align with your ideas but also show potential in steering the team in new directions with their unique background or experiences.

READ THIS RELATED ARTICLE: 7 Crucial Recruitment Metrics You Should Be Tracking ASAP

  • Failing to keep in touch with candidates

Today’s job market is candidate-driven, which means job-seekers are trying to size you up based on what you’re offering and how you conduct your recruitment process. Failing to notify candidates or taking too long to respond sends a message that your team employs a long, tedious process− which no one wishes to go through.

Whether or not you have something for your candidates, you need to set aside time to touch base with them. This way, they won’t feel like they’re being kept in the dark.

  • Skipping the phone screen

As the initial stage in the recruitment process, phone screens offer a great window of opportunity for you to form initial opinions about your candidates. At this point, you simply want to figure out if the person is qualified to move on to the next stage.

A brief interview with your candidates over the phone can reveal if they tick the basic requirements boxes, if they have adequate communication skills, or if they have relevant training or experience.

  • Ignoring passive candidates

Passive candidates are people working in a different role at another company. Although they aren’t making deliberate efforts to switch jobs, you shouldn’t assume that they’re not open to new job opportunities. They may still pursue a job opportunity, especially if they come across one that interests them or offers more benefits.

By ignoring passive candidates, you’re not maximizing your talent sourcing efforts. Unlike recruiting active candidates, you’re facing little or no competition if you go after passive candidates. You only need to work more closely with your HR outsourcing partner to become effective in attracting and winning passive candidates.

READ THIS RELATED ARTICLE: How to Engage and Win Over Passive Candidates

  • Asking hypothetical instead of behavioral interview questions

You can ask your interviewees two types of questions: “What would you do if you ran into some conflict with a member of your team?” or “Could you tell me about a time that you failed to get support for a project assignment from your team?”

In the hypothetical question from the first example, you require candidates to share how they would respond to an imagined situation. The second question is behavioral in nature, meaning you’re asking the candidate to recall a previous experience and describe how they handled it.

Although both types of interview questions can bring out unique answers that reflect individual personalities, it’s the behavioral interview questions that will tell you the extent of real-life experiences your candidates have had in the past.

READ THIS RELATED ARTICLE: Factors You Should Consider When Choosing An RPO Provider

Learning from Recruitment Mistakes

Although recruitment mistakes are part of an organization’s journey to success, the fact remains that you should do your best to avoid them. If made too often, they can affect your brand’s reputation and overall business profitability, forcing you to spend additional resources on fixing problems.

Stop making these recruitment mistakes! Talk to SuperStaff’s recruitment process outsourcing experts to learn how they can optimize your hiring efforts. Contact us today!

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