Mistakes Recruiters Should Avoid in 2021

Doing a recruiter job is not an easy task. Recruiters have to enthusiastically look for candidates, prepare interviews, check their resumes, and then try to find the best and relevant one for a particular job opening. No matter how hard recruiters prepare for the recruiting process, the small details of this process usually go wrong which make a recruiter lose a worthy candidate.

While looking for the best talent for a company, if you have ever regretted some of their decisions, don’t fret, it has happened to everyone sometimes. There is no promised process for successful recruitment, but if recruiters know the potential problems and obstacles, they might face. It can help them to avoid or deal with those obstacles, if they do arise.

8 Recruitment Mistakes Recruiters Should Avoid in 2021

Mistake 1 - Not Creating an Inclusive Job Description

The description of the job should be described with full honesty and accuracy in the advertisement. If hiring managers don't do so, they'll less likely attract candidates with the qualities and abilities that they're looking for. In addition, a good and detailed job description is more than a simple list of duties as it should describe the role in terms of its overall purpose and identify key areas of responsibility.

Mistake 2 - Relying Too Much on the Interview

Some hiring managers use only an interview to evaluate relevant and skilled candidates, but is it the best method? In 2015, senior Google executive Laszlo Bock wrote a book called Work Rules. In that book, he said, "Most interviews are a waste of time." Recruiters can spend most of their time in trying to confirm the impression they formed of applicants in the first 20 seconds of meeting them.

As we all know, a candidate may lie or do anything to get the job that you're offering. Consider giving her a test or exercise to find out how he/she might perform and then only select them. Try to find out how good candidates might be at communicating, planning, organizing, and prioritizing.

Mistake 3 - Using Unconscious Bias

Recruitment success significantly relies on hiring managers' decision-making abilities, which means that they must avoid unconscious bias. Recruiters may ignorantly discriminate against certain candidates in favor of people who share their social class, background, ethnicity, age, or gender. Accepting candidates regardless of those characteristics means that a company has a larger pool of talent to draw from and has improved the chances of recruiting the best person for the job.

Mistake 4 - Hiring People Less Qualified Than You

American entrepreneur Guy Kawasaki was giving an interview with the New York Times, said," 'A' players hire 'A+' players. But others hire below their skills to make themselves look good. So 'B' players hire 'C' players. 'C' players hire 'D' players."

Some Hiring managers are afraid of taking on someone who is more confident or talented than they are, because they feel that he/she may be a threat to their position. But smart recruiters' thinking is quite different. They know that to share the insights and bring the strengths to their team they need bright people.

I would like to share one finest example of this, renowned U.S. automotive executive Lee Iacocca once said, "I hire people brighter than me and then I get out of their way." So, always keep this rule in mind that hiring people who are better than you can drive your business forward and improve your own skills.

Mistake 5 - Waiting for the Perfect Candidate

Indeed, purple squirrels are very rare to find, which is why recruiters call perfect candidates "purple squirrels." Recruiters may have a picture of the ideal employee in their mind, but they may be jeopardizing their team's productivity by keeping it understaffed for too long as they wait for him to appear. Their team members may have to pick up the extra workload or work overtime which affects their morale.

It's usually best to hire someone who fits into your corporate culture, has good soft skills, and meets most of your essential requirements; instead of waiting for someone who fits the role precisely.

Mistake 6 - Rushing the Hire

Indeed, purple squirrels are very rare. That doesn't mean recruiters should rush to hire anyone. Taking proper time in the whole process is very important. Recruiters should consider the cost their company has to pay to hire and train someone, in terms of time and money both, only to find that he/she is up to the mark or not for the specific job. Interview twice if you have to; otherwise, arrange for a freelancer to meet the role until you've got the best and relevant candidate that you can.

Mistake 7 - Relying Too Much on References

How much can you believe the information on a resume? Almost 60% of hiring managers have discovered a lie on a résumé. Applicants may have listed excellent experience and qualifications. Recruiters likely want to check some of the details they've provided.

However, don't put too much weight on these references, good or bad. Someone's positive experience at one organization does not mean that he will surely shine at yours also. And a negative impact from a previous company does not mean that he won't thrive on your team.

Mistake 8 - Expecting Too Much, Too Soon From a New Candidate

Generally, it takes a new starter about three months to become fully integrated into the team and produce results. Every company wants the candidate to hit the ground running, especially if the hiring process has taken a long time, but this doesn't mean that you don't give them the time to "learn the ropes" properly.

In the starting days, it's necessary to help your candidate familiarize themself with the organization's and team's goals and support him as he learns. This is also called "onboarding." Let them know that they can ask questions and seek advice.

Conclusion

Recruitment apps are the need of the hour. Although several recruitment apps are already in the market, many Recruitment Technology companies are investing heavily in https://www.nimbleappgenie.com/recruitment-app-development to target specific market niches. And as we all know, every recruiter wants to make sure that they recruit someone who's the best person for the job and fits into their organization to not face eternal turnover.

So, knowing the potential pitfalls and obstacles when recruiting new candidates can help hiring managers ensure the organization's continued success and the ongoing happiness of the team.

Reference links:

https://factorialhr.com/blog/mistakes-recruiting/https://www.greatrecruiters.com/recruiting/hiring-mistakes-recruiters-should-avoid/https://www.brazen.com/blog/archive/uncategorized/5-common-mistakes-recruiters-stop-making-right-no/https://skillmeter.com/blog/5-mistakes-recruiters-should-avoi/

Divya is an outstanding writer at Nimble AppGenie. She is very innovative with her creative ideas. She is very passionate with technology implementation in several industry verticals and always keen to learn new opportunities.