Whether you work in human resources management, or you’re making your career as an external, third-party recruiter, there will certainly come a time when you make a mistake.
Mistakes are natural – especially in a high-stress business like recruiting. But a single mistake can cost you the ideal candidate for a position, and that’s far from ideal.
So, in this article, we’ll be taking a look at the 5 biggest mistakes that you may be making throughout the interview and recruiting process. Even if you’ve been through plenty of corporate training and interactive training about recruiting, you may still be making these mistakes!
- Asking Standard, “Robotic” Questions Throughout The Interview Process
“What’s your biggest strength? How about your biggest weakness?” “Name a situation where you were a leader.” “What makes you think that you’re qualified for this position?” “Do you work well in a team-based environment?”
Do these questions seem familiar? If you answered “yes”, then we’ve just found your first problem.
The standard questions asked at interviews have their place. Using these kinds of basic questions is a good way to vet candidates. But it doesn’t tell you the entire story. If you simply ask these kinds of simple “canned”, questions, you’re likely to get sub-par answers – because you’re asking the wrong questions.
Try to come up with some interview questions that will actually force a candidate to do some thinking on the spot, and reveal an insight about their character.
For example, a question like “Tell me about a time you failed in your work – and why” or “Tell me something that you think is true that almost nobody agrees with you about” will reveal much more about the character of a person than a “robotic” standard interview question. Don’t be afraid to push the envelope.
- Failing To Keep Your Recruit “Warm” With Constant Communication
Even the most seasoned, experienced recruiters make this mistake every once in a while. And it’s a big one. If you fail to keep communicating with a recruit, they may figure that they are no longer in the running for the position, and they may seek other employment.
They may also feel like you’re not valuing their time, and the energy they put in to the interview and recruiting process – which could turn them off from accepting a job offer at your company.
Even if things are taking a while due to administrative holdups, you should contact a prospective recruit every couple of days to check-in, and assure them that things are proceeding properly.
- Not Following Up With A Promising Lead (Even If They Didn’t Respond The First Time)
If you send a message to a potential lead that was recommended to you by someone else, or that you found online, and they don’t respond, you may decide not to follow-up.
This is a mistake. Maybe they missed the first message – or just forgot to respond. Sending one or two more messages is a good idea. It can’t hurt to try – and if you don’t, you could miss out on an ideal candidate!
- Waiting For The “Perfect” Candidate
Perfect candidates for a job may as well be unicorns. That’s how rare they are. So don’t wait around, and don’t try to find an absolutely “perfect” candidate. You can always use eLearning for the development of employee skills, and invest in the future of education for their career.
If the candidate shows competency, plenty of “soft skills”, a willingness to contribute to your corporate culture and employee engagement, and is qualified for the position, it’s worth hiring them – as long as they exceeded your expectations when interviewing.
- Rushing To Hire A Candidate
Okay, so you shouldn’t wait around for months searching for the “perfect” candidate. But, by the same token, you shouldn’t rush to hire the first polite, qualified individual who has a pulse!
Training someone for a position and hiring them carries significant costs. You need to make sure that the person you hire has the right attitude and is a good fit for your company.
If you rush things, you may end up hiring someone who is not a great candidate – and you’ll face the costs associated with letting them go, after only a few months. Take your time when interviewing, and only hire someone if you truly feel they will be successful in this role.
Avoid These Common 5 Mistakes – And Become A Better Recruiter
Recruiting is not easy. Whether you are an expert recruiter, or new to the field, chances are that you have occasionally made one of these 5 common mistakes. So take another look at them now, and see how you can raise your “Recruiting IQ” today!
Looking for more tips on managing and hiring employees? Check out the Schoox blog today, and keep learning!