Mistakes – Recruitment Gaffes

There are many mistakes recruiters make and it is not that they are not aware of these gaffes, it’s just that they avoid facing the truth which looks them in their eyes and can hamper their process or losing out on the right candidate.

It really surprises me that companies still feel that just because they are advertising a position that of course the best people will just come and queue up outside for an interview. It really does not happen and we end up making more mistakes like these.

There are some which I have experienced in my career:

Making a candidate wait for more than 15 minutes

It is a clear No No!! Making someone wait after fixing up a meeting is not a right policy at all. Everyone have their priorities and if as an employer or recruiter one cannot manager his/ her time, it is a wrong impression in itself. An urgency can come up right at the time of the interview, lets handle that, apologize profusely to the candidate and let them know in advance about the situation rather than the candidate wait and ask for it.

But if there are no urgencies, prioritizing time for the one you have called for the interview is very important.

Looking for a learning curve

Another key factor in hiring is to look for the learning curve of the candidate, at first go the resume may not look best fit for the job, but many a times it happens that the candidate have the attitude, quality and skills but need some training to become the right fit for the position. Most of the recruiters just want the READYMADE candidates for all the positions which makes the recruitment process lengthy and time consuming.

While prior experience of a candidate is a big indicator of his skill sets, it does not justify his selection in the team. Softer attributes like attitude towards work should gel with the core values of the organization. This not only helps build a long standing team but learning is quicker too thereby directly impacting the output.

Desperation recruitment.

Not budgeting enough time for the search, resulting in shallow sourcing and superficial interviews. The recruitment process did not put candidates under the magnifying glass, verify claims or check facts.

Haste makes waste, as the saying goes – and if you make a recruitment decision without thinking it through properly, your organisation could end up paying dearly. Anticipate skills shortages and advertise what sort of skills you’re going to need and when.Part of that planning process should be looking at the job description. If an employee leaves, don’t just copy and paste their current job spec into an advert. Sit down and think about what you really need from that employee.

Fail to look In-House

Another mistake that many Recruiters and employers tend to make is forgetting to look in-house before advertising a vacancy externally. On many occasions successful Recruiters have found the ideal candidate already employed by the company or even a sister company who are thinking about leaving in search of a new challenge or varied job description. By successfully recruiting staff that already exist within an organisation, saves money and time. Not everything is about instant gratification and sometimes by ‘taking one for the team’ Recruiters display expertise and insight in finding the very best candidate to fill the role and at best, that you have your client’s budget, time and best interest at heart.

Limiting Job Seeker Search to old Styles

With times changing faster than we can keep up, the traditional realm of recruitment has expanded beyond simply advertising a job spec and waiting for responses. Recruiters are now able to interact and market job specifications to passive and active Job Seekers by making use of the evolved means of technology we now all have at our fingertips. This is of course through social networking and building up social networks to access as and when a vacancy opens up. By connecting and interacting with the passive and active Job Seeker markets by means of online social networks (eg; LinkdIn amongst others) Recruiters essentially expand their reach beyond traditional means of locating candidates and find a larger pool of more diverse Job Seekers to attract and select from.

To conclude Recruiters, HR and line managers all need to have a clear and common picture of what they are looking for; so that when they find it – they can pounce with confidence.

  • Rose Tindi

    Dear all,

    Can someone guide me on how to develop performance reward programmes

  • preeti

    Hi All,

    Can anybody tell me which subject should be considered to impart training to corporates/ universities