It’s important to recruit the right person for a job. However, there are many mistakes that recruiters make which can cause an organization to lose out on money and crucial talent.
For example, the cost of a bad hire is currently estimated to be about 30% of the employee’s first-year earnings.
Here are four of the most common mistakes recruiters make and how you can avoid them:
1. Recruiting Only From Job Boards
Many job boards offer a free search, and they may be the best place to start. But if you’re looking for top talent, don’t stop there.
A quick way to winnow your prospects is by requiring specific qualifications on your job posting or application. That tends to reduce the number of potential candidates while increasing their quality.
You might also consider using a recruitment agency or social media sites like LinkedIn as other means of searching for qualified people who are right for what you need in terms of background, location, and experience level. The key here is not recruiting from only one source but rather expanding your possible pool with multiple methods that will help you find more high-quality employees at a lower cost.
2. Not Doing Enough Research on the Potential Candidate
It’s tempting to take a quick look at the resume and then make an offer. That may work for some positions, but it will backfire if you’re looking for someone who has experience with your industry or company’s culture.
Do your due diligence before making any offers to know what skills are needed, how much salary is fair, whether there are gaps in employment history, etc. In short, analyze all the details involved in being certain of a good fit between candidate and employer.
Put off hiring anyone until after researching them from every angle. Otherwise, you risk wasting time on people who won’t be interested in continuing past their first day or week on the job.
You might also consider doing background checks as well as drug testing.
3. Hiring for Skills Instead of Personality Traits
You may be tempted to hire a candidate who has the skills you’re looking for without considering how well they will fit with your company’s culture.
That can backfire because even if they are skilled in their field, personality traits that clash with company norms could lead to trouble.
And it doesn’t matter whether this is about being too shy or not getting along easily with others. Those problems won’t just go away on their own.
The best way to avoid these sorts of issues is by hiring people whose personalities match what you need from them at work.
4. Wasting Time With Clearly Unsuitable Candidates
If you waste time interviewing unsuitable people, they will take up valuable time that could be better spent with the candidates who show more potential.
There’s no need to wait on everyone — especially if there’s someone else in your area or industry who might be a good fit for what you’re looking for.
Don’t waste your time on candidates who don’t meet your job qualifications. Instead, take the opportunity to talk with many who have potential and are a good fit for what you need regarding skill set, personality traits, location, or experience level.
Recruit the Right Candidates
Be careful not to make these mistakes when you’re hiring employees. You’ll be glad about the results and want to recruit more people who are a good match for your business.
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