Recruitment processes are a combination of very complex tasks that recruiters need to manage in order to attract and retain the best candidates. As a hiring manager, you are probably familiar with most of these tasks and, consequently, are aware of the difficulties that come with juggling all of them.
Selecting the best practices to create the best recruitment process possible can be tricky. While building the steps for a good recruitment flow, there are several things you need to take in consideration, like the business strategy your company is following, the values and culture that is trying to build and also the specific tasks and daily activities that you will be hiring for. All of these aspects are very important to make sure that you hire the right person.
Moreover, while you are interviewing and assessing candidates, you must not forget that they are evaluating you and your company too. Hence, it’s very important that you are able to represent your employer branding in the best way possible, while also being very straightforward and clear about the position you are hiring for.
Even with all of these aspects taken into consideration, some recruiters don’t realise they are still making some mistakes that can cost them either the loss of a good hire or a bad hire. To prevent this from happening, here are the 5 mistakes you should avoid in the recruitment process.
Passively Waiting for Candidates to Apply
When a new job is opened and posted, it’s standard procedure for a human resources department to passively wait for new candidates to apply in order to start the recruitment process. However, this is no longer the correct approach to have when it comes to finding the right candidate. Holding a more active posture can lead to a more successful outcome and to finding the right candidate faster and more effectively. Platforms like Linkedin promote this type of contact and are a great way to reach to passive candidates. Moreover, Facebook and Instagram can also be a great way to reach younger candidates, like Millennials and Generation Z.
Being Silent for Too Long
During the recruitment process, candidates expect to receive feedback about the status of their application. When this doesn’t happen, candidates might become discouraged to continue with their application and begin to explore other job options. With this, you can be losing top candidates that didn’t appreciate the lack of feedback. One of the best ways to avoid this is to implement a system of automatic emails for each step of the recruitment process. Some Applicant Tracking Systems (ATS) already integrate this automation tool, that will help you stay in touch with your candidates.
Not Getting to Know the Candidate
Doing the “homework” before a job interview is a responsibility not only for the candidates but also for the recruiters that will be interviewing them. As much as the candidates need to do their research about the company they are applying for, recruiters also need to do their homework in regards to candidates. By not doing this, you will leave candidates with a bad impression about your company, increasing the chances of candidate ghosting and withdrawal.
Not Justifying a Decision
When rejecting a candidate, most companies don’t give them any explanation on why they didn’t proceed with their application. Most candidates would prefer to receive feedback on why they weren’t accepted, and the lack of it could stop them from applying for a future vacancy in the company.
Asking Bad Interview Questions
An interview should be well prepared, both by the applicant and the recruiter. On the recruiter’s side, one of the main concerns that should be taken into account is the type of questions that will be asked. Asking irrelevant or personal questions could have a negative impact on the candidate, leaving him with the impression of an unprofessional approach by the recruiter.
Thanks for reading and see you next time!
Your team here at skeeled