Recruiting new employees can be an incredibly challenging task, and selecting the wrong candidate can result in significant costs to the company. According to a recent survey by CareerBuilder, 41 percent of companies estimate that a bad hiring decision has cost them at least $25,000 over the past year. Given the high stakes involved, it’s important to avoid costly mistakes in the recruitment process. Here’s a look at some common recruitment mistakes and how to avoid them.
Inadequate Job Descriptions:
One common mistake that companies make is failing to write clear and comprehensive job descriptions. A poorly written job description can result in attracting the wrong candidates and, in some cases, high turnover rates. This is because a candidate who takes a position thinking it’s something different than what they expected will often leave within a year or two.
How to avoid this: Companies should invest time and effort into creating detailed job descriptions that clearly outline the critical skills and experience required for the role. Job descriptions should also accurately reflect the company culture, philosophies, and values, to attract candidates who are aligned with the company’s mission and vision. For example, instead of writing a vague and generic job description like “Experienced Marketing Manager,” a better job description could be “Marketing Manager with experience in digital marketing campaigns, content creation, and social media strategy; who is passionate about innovative and impactful campaigns.”
Relying Too Much on a Resume:
Another common mistake is placing too much emphasis on a resume. Resumes are only one piece of the puzzle, and should not be relied upon as the sole criteria for hiring a candidate. In some cases, candidates could have embellished their accomplishments or qualifications.
How to avoid this: In addition to a resume, companies should conduct interviews, skills assessments, and behavioral tests. Using multiple data points to evaluate candidates ensures that the hiring decision is well-informed and not based solely on a resume. You can also ask for samples of a candidate’s work, like writing samples or marketing campaign examples, as part of the evaluation process.
Skipping Background Checks:
Failing to conduct thorough background checks can result in significant damage to a company’s reputation and a lack of trust among employees. It can also put current employees or clients at risk, especially if the new hire will be handling sensitive or confidential information.
How to avoid this: Background checks should be a standard part of the recruitment process, and companies should ensure all potential applicants give their consent for checks. Checking references is a crucial data point for ensuring that the candidate has the experience and qualifications required for the job. It’s always prudent to do a Google or social media search of the candidate too, to check if there is any negative information or concerning activity.
Failing to Sell the Company:
Many companies forget that they’re also being evaluated by candidates in the recruitment process. Just as the company is evaluating candidates for suitability, candidates are also evaluating the company to determine if it’s a good fit for them. A company that fails to sell itself to potential candidates might miss out on talented candidates.
How to avoid this: Companies should sell themselves to potential candidates, highlighting the company’s culture, employee benefits, and growth opportunities. Emphasizing the company’s unique selling points creates enthusiasm among candidates for the opportunity to work with the company. One effective way to showcase a company is through social media channels and other marketing initiatives like the company blog, highlighting company values, philanthropic endeavours, and community efforts. Positive reviews on platforms like Glassdoor also help a company stand out as an excellent workplace.
Moving too Quickly:
Finally, rushing the hiring process can result in a costly hiring mistake. A candidate might look great on paper and perform well during an interview, but companies risk a costly mistake without ensuring they are the right fit.
How to avoid this: Recruitment takes time. Companies should take time to identify potential candidates, conduct thorough due diligence, and be patient through the hiring process. Rushing recruitment leads to the risk of making the wrong hire for the role. Consider implementing talent mapping, starting the recruitment process early, and giving yourself enough time to thoroughly assess candidates.
In conclusion, avoiding these common recruitment mistakes can help companies increase their chances of making the right hiring decision. Clear job descriptions, a comprehensive evaluation process, thorough background checks, selling the company, and staying patient through the hiring process are all crucial steps in finding the best candidate for a job.