The recruitment process is like a niche machine; each element a cog fundamental to its functioning and its ability to work efficiently and effectively. Not only can the process be expensive and time consuming, but each stage of the search, however small, can either help or hinder the potential of sourcing a successful candidate for a role.
Since our core expertise at Primo Associates is recruitment, we’ve collated our expert knowledge to help you avoid a faulty machine, fix a broken one and create a healthy, strong and productive force with the best hiring results. Here are 8 common recruitment mistakes, and how to avoid them.
Taking too long to source a candidate
Since time is of the essence, procrastination or hesitation will most certainly hurt your hunt. It’s crucial to fortify your strategy by adopting a positive attitude that will allow your motivation to flourish and find stability in working to time constraints. If the process becomes too long and tedious, it’s likely that top candidates will lose interest and accept a role with a competitor. Creating a timetable with deadlines to work to will provide tangible targets and encourage you to source more efficiently.
Making rash decisions
Alternatively, if you’re desperate to fill a role and do so too quickly, it’s likely the candidate will be inappropriate or not fully qualified for the role. This is why quality over quantity is fundamental to the hiring process, since filling the position a second time round is guaranteed to be more costly and time consuming.
Although it may seem like a dream come true to work with your bestie, it can often be a challenge to maintain a professional relationships and avoid inappropriate behaviour. If you’re inclined to hire a friend with less experience over a strong candidate with more experience, then consider what will best benefit your business bet rather than your social life.
Poor job spec
A unique and well-crafted job spec will not only entice and intrigue potential candidates for the role, but also give a positive and lasting impression of your business and brand ethos. Poor job specs that are generic and dry can deter job seekers from considering applying for future roles.
Poor website and branding
A clean and professional website will act as an extension of your brand. A strong brand presence on both your website and social media channels will convey your businesses’ core message, attract custom and build awareness of your practices or products.
Asking Wrong Questions
Interviews are used to determine a candidate’s personality, skills and experience. The most successful interviewer will focus on gleaning positive experiences and encouraging a dialogue that makes the most of what the candidate has to offer. Aggressive or intimidating methods used to humiliate or attack interviewees will deter future applicants and build a negative reputation for your business as judgmental and confrontational. Avoid inappropriate, personal or assumptive questions, and instead place emphasis on being open, friendly and professional.
Offering the wrong salary
Since money is an integral incentive to choosing a role, providing a higher salary than competitors will attract clients and help you determine the most capable and qualified. Offering a starting salary that is too low will devalue your business and give the wrong impression of a company’s culture.
Not checking references
References will not only give insight into a candidate’s previous employment history, but also demonstrate their working ethos and working relationships. Checking references up to five years, depending on the role, can provide info you’ll need to decide whether or not to interview the candidate.
Do you need help with recruiting the right candidate? Contact us or keep up to date with our recruitment news and vacancies over on Facebook and Twitter.