5 recruitment mistakes you’re making
Can you really afford to make recruitment mistakes when hiring business-critical people into your company? Of course not! So why is it that so many businesses continue to make the same mistakes time and time again?
In today’s post, we share five of the most common recruitment mistakes that come up time and time again.
1. Inaccurate job specs
The job spec is the single most important tool that hiring managers use to sell the role and give a clear outline of what the day-to-day will look like. It is the first step to finding the perfect candidate for the role.
If it’s not right, you’re likely to attract the wrong candidates, prolonging the interview process and dragging things out longer than needed. Similarly, a poorly written ad inevitably puts potentially fantastic candidates off from applying.
Honesty is incredibly important when writing a job spec. It’s vital not to under emphasise or dismiss the amount of work involved in the role. In my experience, talking down the work involved or missing out key information leads to problems once the new employee is hired. That, of course, makes retaining the new member of staff difficult; sending you back to square one!
2. Overlooking current employers
Hiring for a new role doesn’t always mean you need to find someone externally. Whilst it may be difficult to fill roles internally if you’re a smaller business, for medium and large organisations, the best candidate could be right under your nose.
Current employees already have a great understanding of your business already. Recruiting internal also promotes organic growth within your business and shows your existing workforce that promotion is a real possibility, allowing for a more engaged and motivated environment.
3. Ignoring ethos and culture fit
Whilst you don’t want a business full of robots and the exact same personalities, it’s important to consider the team dynamics. Looking at ethos and values ensures that potential candidates are a fit in that team, beyond skills and experience. A larger than life, extroverted character may not enjoy working with an introverted and quiet team; despite having the right profile on paper.
One of the simplest ways to establish whether someone is has complementary values is to include current members of the team in the interview process. It allows for a second opinion and gives current staff a greater sense of ownership as they feel included in the making of key business decisions.
Additionally, psychometric testing – like that used by the MySort team – is a great tool to learn more about a candidate’s personality. The results give clear insight into how a person learns, is motivated and what they value.
4. Waiting for the perfect candidate
The clichéd recruitment term of looking for a ‘unicorn’ has had its time. Searching for a candidate with an endless list of qualifications, work experience, soft skills, people skills etc. is impossible. It’s unrealistic to think that candidate’s will possess every one of these attributes.
Working in a candidate-sparse market means that perfection is often unrealistic. As well as this, seeking that perfection brings unrealistic expectations for the person a company hires, often with the employer expecting more from a candidate than they’re actually able to offer. Focusing on candidates that have the aptitude and drive to learn new things and mould into the desired role is a far more effective route to recruiting a long-term fit.
5. Not providing adequate feedback
One of the most common recruitment mistakes during the recruitment process. Unfortunately, recruiters and companies tend pay less attention to providing feedback to unsuccessful candidates then they would for successful ones. Of course, there is reason behind this but it’s important to provide everyone with a positive candidate experience, whether they were successful or not.
Providing feedback for rejected candidates is beneficial for the business too. It helps create positive brand perceptions for both companies and recruiters. It can also help to create lasting relationships with candidates in their sector. Although they might not be the right candidate for one role, they could be perfect for another later down the line. Don’t burn bridges by cutting corners and hiding from having the more uncomfortable conversations!
Ultimately, there is no shortcut or easy route to finding the right fit for your role, but there are ways to make the process a little easier. If you’re looking for recruitment support, the MySort team are here to help. We’re experienced in filling roles from apprenticeships to directors – just start the conversation with us.