The biggest Recruitment Errors
Finding a new member of staff to join your company can be time-consuming and it can end up being quite expensive if it isn’t done properly. When it takes a little bit of time to find the right person for your organization sometimes people can cut corners during the recruitment process, which, very rarely works out well.
Here are some of the most common recruitment errors, that can mostly be avoided.
Writing a bad job description
We’ve got a whole article on this one, but a well-written job description is not only the basis of ensuring your recruitment process runs smoothly but it’s also one of the most important factors. By improving the quality of your job ads you’ll attract the most relevant candidates, establish expectations and most importantly save yourself time when it comes to interviewing people who end up not wanting the job as it’s not what the expected from the job description.
Not having a good interview process
Getting your interview process right can be tough, if you take too long and require a multiple-phase process you could lose out on great talent because they’re accepting jobs elsewhere in the meantime. But, on the other hand, you have to make sure you’re interview is detailed enough and that you’re asking the right questions to ensure you’re getting the right candidate.
It’s important to ask the standard questions about previous experience but also probe candidates to see how well they’ll do in the job as well as asking enough questions to gauge how they are in their personal life and if they’ll be a good fit with your current team.
Not preparing detailed questions in advance can make it much harder to establish a level playing field for multiple interviewees.
Relying purely on an interview
This goes back to the above point on ensuring you have a good interview process. For some roles, although an interview is essential it isn’t the only tool you should be using. You should also be asking your candidates to do certain tasks or tests that are relevant to your industry, this way you can get a better idea if they’re a good fit for you.
Not taking the chance to sell your company
You might think the point of an interview is for your candidate to sell themselves to you, but it’s such a great opportunity for you to sell your company to them. We really are in a candidate-driven market at the moment and selling yourself is important.
It’s easy to assume anyone would be grateful to work for you, but that really isn’t the case anymore. Give them information on your company’s history as an overview of your company culture as well as anything you think makes your company a great place to work. This could be anything from company socials to free gym memberships.
Failing to follow up
This is a mistake both when you don’t follow up with a candite you don’t get a response from, and when you don’t follow up after interviews.
Sometimes potential candidates might not reply to your initial message, but if you really think they’re a great fit put some time into a second message telling them more about why you think they’ll be good for the role, make it more personal to them. Remember, some of the top talents get inundated with standard messages from recruiters every day – make yours stand out.
It can also be a downfall if you don’t follow up with candidates in a timely fashion between interview stages, it’s really good to keep in contact and keep them updated on the next steps and how long they might take.
At Adapt Talent we specialize in eCommerce Recruitment, Magento Recruitment and AI Recruitment and we have a range of vacancies. Contact us today for help with your staffing needs.
