The common mistakes in the recruitment process of a company can lead to a poor workforce, over time. It Necessary is for the companies to jot down the loopholes in their recruitment landscape, while, at the same time, learn from the others’ common mistakes.
The 4 common mistakes which the recruiters make while recruiting the best talents are briefed out in this article.
- Inaccurate Job Description
Striking out the right balance in the job description is an art. What type of candidates will approach the job role is determined by the job description.
The minute-to-minute and granular detailing of the daily tasks which are expected to be performed by the hired candidate in the job description will spoil everything. The candidates might feel that the job is asking too much for relatively lesser pay. Hence, the job role might obtain a lesser than expected number of applications.
Just as too many details can spoil the description; under-detailing might also ruin the purpose. If the candidates come across insufficient job briefings, they might feel very few responsibilities being offered against relatively higher qualifications. Maintaining a delicate balance between too much and too little description for a job role brings in just the right candidates.
2. Not Understanding the Employment Gap and Job-Hopping Reasons
The recruiters should understand and ask for clarification regarding employment gaps. Contradicting the general views of the candidates with the employment gap, being poor at work, many statistics point out the recession or economical downfall as the actual reasons behind the gaps, rather than being expelled out by the former organization owing to poor work performance.
Similarly, job-hopping does not always imply a lack of commitment towards a single employer. The situations such as family considerations, choice of the work environment, and many more considerable reasons might be there which leads the candidate to hop from job-to-job.
The recruiters should ask for and be considerate enough to listen to the reasons for any of the above issues, as provided by the candidates. A lenient behavior is, so, expected from the recruiters for genuine and valid reasons.
3.Attending the Applicants after Longer Period
A habit, common to many companies is making the interviewed candidates wait for a long span before providing selection results, or step-by-step application filtering and interview screening details. When the candidates are on a waiting period, they are struck by many thoughts, including their interviews and applications being rejected by the company. Such a thought process might lead them to search for further job roles in other companies. In the process of searching, the candidates might come across a better job role that suits them more and abides by their choices. And this might lead the candidate to apply for the searched job role, and get hired. This is a clear loss for the former company.
The above scenario can be prevented by keeping the candidates informed of the post-interview and hired status details on time. This ensures that the candidate is kept engaged and provided with sufficient insights that they can prepare for what they should opt for in the future – stick with the company, or look for other job options.
4.Distancing Departmental Managers from the Hiring Process
Recruiters are well-aware and expert in their domains, but the recruitment managers are pros. Many of the organizations involve the managers in the hiring procedures and retrieve amazing results out of the managers’ experience and knowledge-driven hiring processes.
Utilizing the HR professionals’ master-level expertise in dealing with the entire recruitment process, the company might be protected from the wrong recruitment of poor candidates. At the same time, the company losses from losing up a talented candidate can also be prevented.