Major mistakes recruiters make and how to avoid them

The role of a recruiter is tough and the hiring and recruiting process is always fast paced. Even for the most experienced recruiter, deadlines, targets, and pressure can often result in poor recruiting practices.

Of late, there have been increasingly more instances of recruitment failure where recruiters have lost suitable applicants due to some minor mistakes they made while hiring. These errors include failing to use social media to identify candidates or having a rigid list of requirements that candidates must meet to be hired.

With years of experience and competence in the staffing and recruitment industry, we know the ideal method to work with candidates and employers and we also know how to prevent problems during the recruiting process. However, a lot of people in this field still face similar difficulties; therefore we’re going to share frequent outreach errors recruiters make and how to avoid them.

A study from Career Builder survey reveals that every poor hiring costs businesses an average of $14,900.

Here are the top five mistakes that recruiters make, along with advice on correcting them.

Not respecting the candidate’s time:

Many recruiters do not have respect for the candidate’s time. They sometimes join calls or arrive at interviews late and do not keep up with appointments they make.

You need to make the application process user friendly and show up on time for the interviews. Keep in mind that job seekers frequently need to return as soon as possible to their current jobs. Give them as much notice as you can if something comes up that will cause you to be late or that you need to reschedule. If you arrive at the meeting a few minutes late, apologize politely.

Lack of communication:

Applying for a job and then hearing nothing is immensely irritating and demoralizing for job candidates, especially if they have advanced further in the hiring process.

It’s never appropriate to leave prospects waiting for an answer, regardless of your motivations, including being too busy, being swamped with applications, having problems choosing amongst candidates, or simply wanting to avoid an embarrassing conversation. They frequently lose interest in the job and go on, which means you lose out on a wonderful applicant.

They’ll almost certainly form a bad opinion of your company. This can damage the reputation of your business over time and among several potential prospects.

Lack of planning:

We previously indicated that before making selections about job applications, recruiters could quickly scan resumes, occasionally just taking a few seconds to do so. Leading up to interviews with job candidates, this could be a concern.

Don’t wing it and assume you can gather the information required to make the best hiring and recruitment decisions. Recruiters need to take the time to plan in order to thoroughly screen prospective seekers. Begin the screening session with a set of typical questions that you will ask each applicant, and make it a point to use these questions with each prospect you are interviewing. Add targeted, special, insightful questions based on a candidate’s experience and skills.

Comparing education, and experience and ignoring skills required for the job:

When a candidate’s resume is stacked with degrees from prominent universities or years of experience at a Fortune 100 company, it might be difficult to resist becoming impressed. However, candidates’ skills are their most valuable asset, far outweighing their degree and experience.

You need to ask questions that will elicit knowledge about someone’s soft skills and be prepared to assess for hard skills to determine if they have the required aptitude.

Not establishing precise recruiting deadlines:

The biggest recruiting mistake you can make is possibly not outlining a timeline for recruitment. This is why If they don’t hear back from an employer within a week after the interview, 40% of applicants lose interest in the position. Furthermore, even candidates who maintain interest are likely to prioritize alternative options rather than making your organization their top pick without a clear understanding of what to anticipate from the hiring process.

About Capleo Global: –

Recruiting the top-quality candidates and retain them for long-term is very high challenging for every company. We at Capleo Global, a best staffing and recruitment company in India, USA, Canada, UK understands this very well and turn these challenges into strategies to give best workforce solutions across the globe for various industries like Healthcare, Information Technology, Pharma and Biotech, Manufacturing, etc.

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