Common Recruitment Mistakes Employers Should Avoid


Oftentimes, employers who work for companies with high turnaround rates are left wondering what went wrong with the so-called perfect candidate they hired a few months ago. Everything on their resume seemed to check out and they had all of the appropriate and required qualifications for the job—at least on paper. There’s a lot that can inevitably go wrong throughout the recruitment process, even when you think everything is going according to plan. In fact, there are numerous recruitment mistakes that you may have committed while hiring certain candidates without being aware of the error in your ways. Here’s a list of the most common errors professional recruitment should avoid.

Failing to Write a Precise and Concise Job Description

All job descriptions should be informative and avoid using cryptic or strictly industry-related terms that are difficult for the average applicant to comprehend off-hand. The responsibilities and expectations associated with the role should be clearly and concisely stated without requiring further clarification or causing confusion. It should be enticing enough to attract as many applicants as possible, yet realistic in terms of the expected salary and probability of receiving a promotion. A lot of candidates these days are looking to work for companies that provide ample opportunities for upward mobility and if that’s something you can’t confidently promise, then you shouldn’t be advertising it.

Skipping the Pre-Screening Phase

Pre-screening typically involves scheduling a phone call with your prospects prior to meeting them in person. This way, you have an opportunity to ask them pertinent questions and determine whether or not it’s worth moving forward to the next phase of the hiring process: face-to-face interviews. You can also make sure that their values are aligned with those of your company and that their salary expectations are on par with what you can offer.

Refusing Referrals

Far too many hiring managers and recruiters make the grave mistake of automatically refusing referrals or references out of fear that it’s a demonstration of undue nepotism. Actually, referrals are a great way to guarantee that the people you’re considering hiring have the exact qualifications you’re looking for because they usually come from existing employees or people you’ve worked closely with in the past.

Unconscious Biases

Unconscious biases are predetermine ideas of prejudices we have about people based solely on what we think we know about them and what we perceivably have in common with them. For instance, you might be leaning more towards candidates who are of the same ethnic background or social class as you because you find them to be more relatable than those outside of that mould. However, that narrow-minded bias can force you to miss out on some golden hiring opportunities. Consider all applicants based on their attributes and work experience rather than your preconceived notions of them so that you can make a more informed and practical decision.

Depending Entirely on Interviews

Interviews can be very misleading and deceitful. Everyone fudges the facts a little or embellishes their work experience to impress the interviewer and ascertain a call back. A more effective way to determine whether a candidate is a good fit for your company is to briefly test their skills upon first meeting them to see if their claims are accurate.

Foregoing Orientations

This is one of the biggest mistakes recruiters and hiring managers can make. The first few weeks of any new job are absolutely crucial because this is the period when a new employee finds their footing and learns everything they need to know about how your company operates. Providing them with the proper information and resources sets them up for success. Otherwise, they’ll end up constantly wandering around aimlessly and begin to feel overwhelmed without having learned anything. New employees need to feel like they have the support and attention of their managers without feeling burdensome every time they need ask a question or get clarification on something. Help them minimize their margin of error as early on as possible and provide them with the space and tools to hone their skills as they begin to integrate themselves within your work culture.

Consider Using a Recruitment Service to Avoid these Errors in Judgment

Are you having a hard time finding and keeping the right employees for your company? Resolve Recruit Inc. can help. We’re certified experts in utilizing proven recruitment strategies to match highly skilled prospects with the right companies and establishing a mutually beneficial professional working structure. Contact us today to learn more about our services and how we can help you hire candidates that’ll help your company flourish.