6 common recruitment mistakes every company should avoid

The recruitment process is crucial for any company because it brings new talents to the organization. Nowadays when retention is the highest it is more important than ever to have an efficient recruitment procedure. While the behaviour of the workforce has changed in this century, the overall recruitment approach has stayed the same as it was in the last century. Do not be fooled by new technologies and screening software, the recruitment methods have not developed to catch up to the speed of retention and behaviour changes.

In this article, we will share with you the six most common recruitment mistakes you should avoid attracting the best talents on the job market.

What is the recruitment process?

Recruitment is a complex process that consists of different steps and procedures. Recruitment is the process of identifying, attracting, screening, interviewing, selecting, and hiring new employees. More specifically, recruitment involves everything from creating a clear job description to making an offer to the chosen candidate.

Common recruitment mistakes

Here are the most common recruitment mistakes that we have identified. The numbering is random and does not reflect the importance of any discussed topic.

1.      Setting unclear goals and expectations

As mentioned, the recruitment process involves screening applicants as well as interviews and final decisions. Usually, at the beginning of the process, only HR or screening software is involved in choosing the first group of candidates. Once most applicants have been filtered the interviews with the best candidates are conducted by HR and department heads. A lot of companies make the mistake of not identifying the clear expectations from the job position that needs to be filled. Furthermore, often HR’s understanding regarding the position and candidate’s skill set is conflicting with other decision-makers from the company.

This mistake creates issues at every step of the recruitment process. Unfortunately, the problem may not be identified before the interviews. Miscommunication within the company is one of the biggest issues related to recruitment. To address this problem, ensure that the job description is approved by all decision-makers and proceed accordingly.

2.      Trying to attract as many candidates as possible

According to SHRM, only 2% of the applicants receive offers. At a glance it is a good idea to attract as many people so you have more people to choose from, however, the quantity does not necessarily point to the qualification of the candidates. Nowadays, most companies try to improve the hiring process by attracting more applicants. If you think about this, attracting more people does not address the core flaws of the recruitment process. Furthermore, companies should not think of the highest number of received applications as a pure success.

The truth is that companies spend a lot of money and resources to attract as many applicants as possible. However, we have not seen results that prove this strategy is efficient. We would advise you to focus on attracting the right people, whose qualification and skill set matches your requirements. Instead of wasting your resources on reaching out to an endless number of candidates, spend time identifying the right people.

3.      Asking standardized questions during the interview

The majority of recruiters use standardized questionnaires to interview the candidates. This can be an issue for several reasons. Firstly, the candidates who are actively applying for different jobs have already answered these questions and their answers are often prepared and carefully thought out. Therefore, you are not able to understand the applicant’s genuine thoughts and views. Secondly, the traditional questions do not take into account the specifications of the job you are interviewing people for. So, do not make standard questions the foundation of your evaluation. This does not mean that you should not ask traditional questions. But choose a more complex and customized approach to identify the right talent.

4.      Looking for a candidate that fits the existing environment

This may seem a bit controversial, but it is not. When companies are choosing new employees they want to find a person with a similar mindset and views that the organization has. However, you should ask yourself: is that really what you want? Is it important for you to have a team that uses the same approach and has similar ideas? In reality, most companies need more diversification. Therefore, if you look for candidates that perfectly fit your criteria you are on the wrong path. Of course, you must choose a candidate with a corresponding skillset but that does not mean new hires should think the same way as the rest of the company.

As it is mentioned in the LinkedIn article, aim for the “culture add” rather than “culture fit”. During the recruitment, focus on enhancement and diversity.

5.      Not using the power of internal hiring

While in the 20th-century internal hiring and promotion were very common, today most companies choose to hire externally. This is based on the common belief that choosing an external candidate with relevant qualifications requires fewer resources than developing and training talent in the house. Despite this, we would suggest reviewing this idea and thinking about the long-term effects of each approach.

A lot of companies share their concerns over high retention but never think that their recruitment approach may be the reason for it. If a company never intends to promote an employee, of course, they will look for other opportunities. The big mistake is overlooking the internal talent and resources. Try improving internal hiring practices and you will see the impact of it on the recruitment process.

6.      Using Unconscious Bias

Unconscious bias is one of the biggest mistakes and challenges for recruiters. The issue with unconscious bias is that most people are not aware that they have it. Recruiters just naturally lean towards candidates with whom they can identify the most. As a result of this, many qualified candidates are overlooked based on their background, culture, race, gender, religion, or sexuality.

Addressing this issue is not easy but it is essential. First of all, giving everyone equal opportunities is simply decent behaviour. Secondly, diverse people bring diverse ideas and research has shown that companies with people of diverse backgrounds have reported higher quality work and improved job satisfaction. Lastly, in the modern world, you cannot create a successful company with homogeneous groups.

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