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6 Hiring Mistakes Recruiters Should Avoid

After going through the time-consuming and challenging recruitment process, the last thing you want is to lose a top candidate or hire the wrong candidate for the job due to a preventable misstep. In a competitive job market, the stakes are too high to make any hiring mistakes. Finding the right candidate can make all the difference between a high-yield ROI and an expensive workforce turnover. Although delivering a smooth recruitment experience is easier said than done, taking proactive steps to identify and avoid potential mistakes can make a huge impact to help improve your candidate experience.

6 Hiring Mistakes to Avoid

Identifying common errors and redefining your recruitment best practices is the first step to minimizing possible hiring mistakes. Let’s take a look at six top recruiting mistakes and steps you can do to avoid them.

1. Writing job descriptions that limit inclusivity

The job description plays a significant role in finding the right candidate. One of the most common recruitment mistakes is focusing too much on describing a candidate who possesses various arbitrary requirements instead of enumerating the essential skills needed to get the job done. This ends up excluding applicants from diverse backgrounds who have high growth potential and can drive innovation to the organization. 

The key is crafting a job description that welcomes candidates regardless of background, age, gender, ethnicity, and social class. This allows you to reach a larger talent pool and increases your chances of building an all-star team. Furthermore, it demonstrates a progressive brand reputation that is more likely to be appealing to more applicants. 

2. Not putting the candidates’ skills to the test 

With 75% of human resources managers finding misleading information on a resume, pre-screening evaluations are gaining popularity with companies to improve accuracy in their recruitment processes. Supplementing job interviews and background checks with a skill assessment test can give you data-backed insight into measuring the candidates’ ability to perform the job well. When conducted properly, a skill assessment test can help reduce recruitment mistakes as you make more informed decisions when choosing applicants for further evaluation.  

To get the best results, make sure the skill exercises are tailored to specific scenarios that simulate the actual tasks candidates will perform once hired. The goal is to see the applicants’ technical skills in action and, at the same time, assess their compatibility with your team’s skill level.  

3. Conducting poor interviews 

Study shows that out of 5,000 managers, 82% of them reported their hiring managers conducted poor interviews potentially resulting in failed hires. The decrease in quality-of-hire can possibly result from the interviewer’s failure to spot red flags because they rushed the interview or asked vague questions. When an interview is not approached with preparation, factors like emotional intelligence, adaptability, growth potential, and cultural fit are overlooked. Moreover, it leaves a negative impression on the candidate and taints your employer brand.  

The trick is to make the most out of the few minutes you have in the interview. Come in prepared with a set of questions meant to specifically evaluate their critical thinking, work ethic, and behavior. Utilize your time strategically and be intentional in really getting to know the candidates. As you do this, you increase quality-of-hire, deliver a personal candidate experience, and strengthen your brand reputation.  

4. Not taking advantage of HR technology 

Study shows that HR technology tools are the most effective means to boost recruitment performance. Automation is the way to go, and HR leaders who don’t keep up with the latest HR tech are missing significant opportunities to optimize their hiring process. Investing in HR tech is a smart move that can save you valuable time and money in the long run. As repetitive administrative tasks are automated, recruiters are also left with more time to focus their attention on applicants, which improves the candidate experience.  

With numerous recruitment software available at your disposal, you can easily find tools suited for your every need to create a top-notch recruitment process. An experience and reputation management software can be a great addition to your recruitment tools to help you gain insights on what hiring mistakes you may be committing and be able to improve the performance of your recruiters or your hiring processes.

5. Failing to keep candidates updated 

One subtle but important hiring mistake that recruiters have been continually making is keeping candidates in the dark. This can negatively impact your brand reputation as an employer and possibly even push them toward your competitors. So, take the time to give candidates an update about their application’s progress. As you do this, you communicate that they are valued and appreciated regardless of the final decision. This results in a positive experience that strengthens your employer brand reputation.  

This principle is especially true for top candidates who are on the receiving end of multiple offers. These candidates are less likely to wait around to hear from you, so ensuring you’re always top of mind will keep them engaged and interested. Ultimately, it can help you avoid having to start your search all over again that costs you more time and money. 

6. Not asking for candidates’ feedback 

One of the most useful strategies that HR leaders often fail to recognize is candidate reviews. According to a study, 85% of businesses fail to get candidates’ feedback—their best source of insight about their recruitment process. Candidates who rejected your job offer and got rejected by your company are the two best places to start. Compared to applicants who were onboarded, these individuals are more likely to be more thoughtful about the hiring experience and give more critical feedback. 

Although maintaining top standards of candidate experience can seem like a time-consuming task, reputation management tools from Great Recruiters can automate the solicitation of feedback from your previous candidates. It can also help increase the feedback you receive from candidates so that you can find out what aspects of your recruitment process you still need to improve. You can efficiently build a review base with less time and effort; Great Recruiters automates it for you. 

Make informed decisions to avoid hiring mistakes.

You can easily avoid hiring mistakes if you have the right business tools in place for an efficient recruitment process. As an experience and reputation management platform, Great Recruiters can help you gather all the information you need to deliver the best candidate experience possible. To find out how you can avoid recruitment mistakes and improve your employer brand through Great Recruiters, contact us to request a demo

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