When it comes to recruiting, you want the best of the best talent for your company. After all, your employees are your best asset, and you want to ensure you get the right fit for all your open roles. One thing to remember during the recruiting process is that candidates are interviewing and evaluating you as much as you are evaluating them. This means you need to actively create a positive and memorable candidate experience – and avoid mistakes that can cause you to miss out on great professionals.
Effective recruitment occurs when you build a foolproof process. However, everyone makes mistakes, especially as you try to improve certain procedures and steps. Some mistakes may cost you a great hire, so let’s take a closer look at how you can avoid these recruitment pitfalls.
Six Hiring Mistakes to Avoid When Hiring
Keep a lookout for these critical hiring mistakes that often get overlooked during the recruitment process.
Mistake #1: Not looking at a diverse pool
When making a shortlist of potential candidates, make sure you look at a diverse pool of candidates, reviewing their experience, backgrounds, race, gender and age. When you evaluate and bring in a diverse pool of professionals, you open up the door for innovation, a variety of ideas, and a unique approach to the work. This is a great way to fuel growth and continue to progress within your organization. Be open to all applicants and look at ways in which you can grow the team and the company that will help you come out stronger in the long run.
Mistake #2: Vague job descriptions
Publishing an unclear job description will not attract the candidates you want. Make sure you use precise keywords and explain exactly what the role entails and what you are looking for in a candidate. This description should motivate the right professionals to apply, which will ultimately make the candidate pool stronger. Be sure to include some information about company culture and values so that candidates who are seeking a culture like yours will be more likely to apply.
Mistake #3: Inefficient screening process
While you need to get a position filled ASAP, you also need to do your due diligence and follow all the protocols and screening necessary during the recruiting process. Conduct a phone screen to have an initial chat with the candidate, and call their references to understand more about them from an outside source. Vet their resumes and go through their portfolios so you have all the proper information you need before moving forward. Taking the time for these important steps will not only save you time but also the candidate’s time and make for a better experience.
Mistake #4: Ignoring a candidate’s personality
Use the interview to get to know the candidate and to gain insight into their personality. Don’t be the one to do all the talking – instead, give the candidate a chance to talk and share their experiences. The interview should be more of a conversation, as this is the best way to get to know somebody and get them talking naturally instead of just delivering rehearsed interview responses. While you should not ask any personal questions, you can still have an open dialogue about professional experiences and how they have handled challenging situations.
Mistake #5: Forgetting about social media
Keeping up your company’s social media presence is extremely important. Not only does this help attract candidates, but it also showcases your brand and company news. Social media also attracts potential candidates who might not have been looking for a job but may apply to your company solely because of your positive brand image. Try to maintain your profiles across all platforms because you will have audience members of different age groups on each. If you haven’t started yet, set up your profiles to start building your online presence and avoid missed opportunities.
Mistake #6: Not following up
As you conduct interviews and go through different rounds, keep other candidates informed and follow up with all candidates regarding any and all decisions. You want to be courteous to all applicants and follow up even with those you decide not to move forward with. Additionally, if your interview process is taking longer than usual, continue to follow up with candidates to show them that you are still interested, as they will otherwise likely move on or actively look for another role.
When interviewing candidates, you have to keep in mind whether they are qualified as well as whether they will fit in with the team. Take the time to understand your candidates, their experience and background, and really listen to what they are looking for. In turn, highlight your company culture and let them know what a day at the office would look like if they were to be brought on board.
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