Being a recruiter is not an easy\r\ntask. You have to ardently look for and recruit candidates, check their\r\nresumes, prepare interviews and then try to find the best one for a certain job position. No matter how hard you\r\nprepare for the recruiting process, it is the small details of this process\r\nthat usually go awry and which can make a recruiter lose a valuable candidate.
"},"body":{"body":"\r\n\tBeing a recruiter is not an easy\r\ntask. You have to ardently look for and recruit candidates, check their\r\nresumes, prepare interviews and then try to find the best one for a certain job position. No matter how hard you\r\nprepare for the recruiting process, it is the small details of this process\r\nthat usually go awry and which can make a recruiter lose a valuable candidate.
\r\n\tAccording to Ken Sundheim, the CEO of\r\nPlacement Recruiters, around one in four decisions,\r\na business makes along the recruitment process will severely diminish their\r\nchances to hire prime talent. Tony Hsieh, the Zappos\r\nCEO, said that his own bad hiring decisions had\r\ncost the company more than $100 million.
\r\n\tBesides being creative with the\r\nstrategies they use, recruiters also have to learn how to avoid clumsy\r\nrecruiting mistakes. Here are five of the most\r\ncommon mistakes.
\r\n\t1. The job description is not inclusive
\r\n\tCandidates do not fall for generic and dry\r\njob descriptions anymore, quickly losing interest if it's not well crafted.\r\nUsing such a job description could chase away good candidates and even make the\r\ncompany hire the wrong people. That is why the recruiter has to be creative\r\nwith the job description and include all the qualifications and qualities that\r\na candidate should have, as well as give information about the company's goals\r\nand culture and how the candidate would fit into the company after they fill\r\nthe position.
\r\n\tRemember that both job descriptions and\r\ntitles have diversified and evolved over time.\r\nThis means that a description that would have worked a couple of years ago might be\r\nconsidered obsolete today. So if\r\nyou have old job posts that you want to republish, first revise them and see if\r\nthe title and details are still relevant for\r\nthe kind of candidate you want to attract.
\r\n\t2. Poor application process
\r\n\tA poor application process would harm not\r\nonly the chances to attract great\r\ncandidates, but also the company's reputation for hiring practices. If your\r\nstrategy is to narrow the pool of candidates according to specific educational\r\nbackgrounds, qualifications, experience or skills, can adversely affect the\r\nrecruiting process. What you should do instead is create a strategy that is oriented towards a diverse workforce.
\r\n\tYou should also avoid using duplicated or\r\noutdated applications and not having a definite timeline for the application and recruitment process. If the recruitment process moves too fast, the\r\nrecruiter could overlook key factors and\r\nthe company could end up hiring the wrong candidate for a certain job position.
\r\n\tDesperately needing a candidate for a certain position can also lead to big\r\nmistakes and the wrong people hired. According to a study made by the National\r\nBusiness Research Institute, 43% of the respondents said that the need to fill\r\na position quickly was the main reason for the bad hires they made.
\r\n\t3. The interviewer's bad behavior
\r\n\tProfessional etiquette and punctuality\r\nare a must not only for the interviewee,\r\nbut also for the interviewer. Some interviewers\r\nchase away good candidates and damage the company's image by being very late\r\nfor the interview, not giving the candidate enough time to answer the\r\nquestions, rushing them, not paying attention to the candidate, talking\r\nthroughout the interview, answering emails and phone calls, mocking the\r\ncandidate or discussing the other candidates. Even if the candidate\r\npasses the interview, there is a high chance\r\nhe will refuse the job due to this behavior.
\r\n\t4. Not checking the candidate's reference
\r\n\tEach recruiter should aim to attract a\r\ndiverse pool of candidates, however, despite their skills, experience, gender,\r\norigin, race, age or socioeconomic background, it is very important to check their references before\r\nhiring them.
\r\n\tHere is what recruiters should focus on\r\nwhen checking the candidates' references:
\r\n\t5. Not following up with the interviewed candidates
\r\n\tFollowing up with the candidates after the\r\ninterview is very important. Each\r\ncandidate deserves to have a follow-up communication about their status, even\r\nif they will not be hired. By doing this, the recruiter shows them that they value\r\nthe candidates and that they appreciate their time no matter what the final\r\ndecision might be.
\r\n\tBy paying attention to these common\r\nrecruiting mistakes, recruiters would be able to find the right candidates.
"},"authorName":"Mia Stokes","authorBio":{"authorBio":"My name is Mia and I live in Sydney. I find writing to be one, not just a hobby, passion or a fling, but creation, knowledge, history, civilization...it is the entire world in words. It is something that I could not live without. Being a writer has helped know the world in a way that I could not imagine. You can find me on Twitter stokesmia23_mia or at https://assignmenthelpers.com.au/"},"publishedOn":"2017-07-27T18:18:49.967Z"}},"pageContext":{"id":"475922ab-70a1-57b9-b6ad-e002537a7f56"}}, "staticQueryHashes": []}