Mr. Khanna recruited a candidate who had a very impressive resume, gave the interview well, had the right amount of experience and seemed perfect for the job. However, in just 4 months, he realised that the candidate never met the deadlines, failed to deliver what he initially promised and caused misunderstandings in the team.
So, Mr. Khanna had to fire the person.
Is it only because the candidate was incompetent? Could it be that Mr. Khanna had made some mistakes during the recruitment process?
The recruitment industry is evolving rapidly and getting competitive with each passing day. In such a situation, mistakes on the recruiter’s part can lead to the loss of valuable candidates. Here are some common mistakes that recruiters many a times unknowingly commit, which they simply cannot afford to -
1. Inaccurate job description
The first thing that a job seeker sees when searching for a job is the job title that you post, and then the job description. If the information that you provide here is inaccurate, it is very likely that you will get candidate applications that may not fit the job role.
Recruiting gets a lot more easier when the recruiter knows the proper way to market the job role that they are recruiting for. It should be described accurately, and more importantly in a honest manner. It is also advisable not to oversell the job position, making candidates believe that there are more opportunities than there actually are. For example, do not mention there is an increment in every 6 months just to attract candidates if your organization has no such policy.
2. Inadequate communication with the candidate
Proper communication is very important at every step of the recruitment process, to make it a success. In a situation where a candidate appears for an interview, and then he/she is not given timely updates or is not informed about the status for a long time, the candidate will not wait forever for the job; he/she would instead move onto the next available job opportunity, and you will end up losing a potential candidate.
Keeping the candidate informed plays a vital role in ensuring a good candidate experience, and creating goodwill for your organisation as well.
Interviewfox.com ensures you give the best experience to candidates, by enabling you to reach out to them in real time through chat, email and calls, in order to keep them informed and engaged, every step of the way.
3. Only hiring candidates that are less qualified than you
Many a times it has been seen that managers hire candidates only if they are less qualified compared to them. Hiring someone more talented or confident, makes them feel vulnerable and threatened with respect to their position in the organization. This is a very wrong approach to take.
“I hire people brighter than me and then I get out of their way.” - Lee Iacocca
If you are a smart recruiter, you will know that talented and creative-minded people are always required to strengthen the team and contribute towards the success of the organization. Moreover, hiring candidates who are more talented than you, will also help you in getting better at your job.
4. Rejection of a good candidate only because he/she lacks a skill or two
The process of recruiting is not just about checking if a candidate has the required qualification and experience for the role. If you focus only on these two parameters, there can be chances of losing a candidate who is actually the perfect fit.
Waiting for the ‘ideal candidate’ can make you lose a lot of time. Instead, if you come across a candidate who has a passion for work, the willingness to learn, the required soft skills and can fit into the company culture, it is fine to overlook the degrees and the experience. Remember that you can always train the candidate to fill any gaps.
5. Being biased (even unconsciously)
Suppose you are a woman recruiter who consciously believes that both men and women can be great leaders; however, subconsciously you may have the feeling that women make better managers and have better people skills. This subconscious bias may influence your decision during the recruitment process, and you may end up excluding a male candidate for a specific job role.
The decisions that you make during the recruiting process should be devoid of biases. Many a time it also happens that you may give preference to a candidate who belongs to the same caste, religion, region, gender or age group as you. This way, a more deserving candidate is rejected and a lesser deserving one is selected.
Making a choice keeping aside these biases can help you choose candidates from a wide pool of talent, and ensure that you recruit the best fit for the job.
6. Initially expecting too much from a new recruit
A new recruit takes about three months to get accustomed to the work and the office environment. As a recruiter, you may expect the new hire to pick up pace as fast as possible, especially if the position has been vacant for a long time. However, that does not mean that you simply do not give any time to the candidate to get familiar with his/her job responsibilities and duties.
In the initial few weeks, you must familiarize the new recruits with the company and its goals, providing enough support during their learning process. Make them feel welcome, introduce them to everyone, have lunch together, encourage them to ask questions and be assured that it will benefit you in the long run.
Hiring a new recruit involves the spending of considerable time and resources, so ensure you do it right and make sure that you recruit a candidate who will be best for the job. Register on interviewfox.com and choose the best candidates from a wide pool of talent.