Recruiting today is one of the few jobs that require guts. The job market can be fierce, especially in industries that are desperate for great candidates. The life of a recruiter, and nearly every other person who’s in charge of hiring, can be stressful and difficult. Sometimes mistakes are made, leading to poor hires who do more harm than good to an organization while costing precious time and money.
THE TOP TEN RECRUITING MISTAKES EMPLOYERS MUST AVOID
Rejecting a so called overqualified candidate out of fear that the employee won’t stick around for long, will become bored, will become too expensive, and so on can be a short-sighted error. Companies may find it easy to vote no on an otherwise great candidate because they don’t want to over hire, but what isn’t being taken into account is that a better skilled candidate could lead to more business and growth for the organization sooner rather than later.
By hiring just a “warm body,” hiring managers only bring candidates on board for the short-term without recognizing problems that could arise in the long-term. Instead, recruitment must be focused on long-term benefits to the organization. Holding managers accountable to this standard will produce the best results.
Of course it’s important to understand the nature and personality of a candidate. Many times, however, past behavior won’t predict how the employee will perform in the future.
Consensus isn’t always a good thing. A consensus vote, for example, might cause a company to hire the most popular candidate instead of the most qualified one or to NOT hire the best candidate because a single but influential member of the group didn’t like the candidate. However, effective recruitment is about placing the best candidate in a job, not the most good looking or charming candidate or the one liked the most by the more vocal members of the group.
When interviewers equate “like” with competence, problems can ensue. Believing someone must be good at his job because you like him—or that he can’t be good because you don’t—creates troubling situations. Again, recruitment isn’t a popularity contest.
Poor compensation packages can cause employers to lose good workers. Companies should regularly benchmark wage data before settling on a compensation package for a new hire. Use trusted sources, like McTimothy Associates, to determine fair compensation so candidates don’t run to the next competitor for more money.
There’s nothing wrong with hiring people who are like those already employed at your company, but too much of a good thing can cause problems. Hiring people with different ideas and fresh perspectives every now and then will keep the company going strong.
You don’t want to clone employees at your office, but when you insist that candidates all present with generic competencies, you run that risk. This practice also hinders diversity efforts.
Some of the best employees succeed more at work with less skills than those better qualified for the job on paper. That’s because these employees work hard to meet deadlines and provide high quality work, and they’re prepared to receive promotions. Hire based on potential and traits, not metrics.
A poor marketing strategy, which can include sourcing candidates on forums or job boards, tops the list as the #1 mistake recruiters make. The top third of talent finds jobs through referrals, so try to earn more referrals to hire smartly.
Does your company make any of these common recruitment mistakes? If so, HIRE PROFESSIONAL RECRUITERS TODAY