Recruitment plays a very important role in the development of any organization. One bad employee will cause your company to lose time, resources, and even brand value. Despite its importance, companies make some avoidable mistakes that cost them their resources. Let’s take a look at some of the common hiring mistakes and how to avoid them.
1. Not Reaching Candidates Where They Are
If your job postings are only on your company’s website or offline, you’re likely missing out on a large pool of qualified and diverse candidates. Meet the candidates where they are digitally.
Today’s jobseekers are online. Platforms like Merojob are where skilled professionals actively search for opportunities.
Solution: Use popular job portals like Merojob and update your listings regularly which sends alerts and recommendations to their registered jobseekers.
2. Vague or Unrealistic Job Descriptions
It is no surprise that your job description is crucial to attract talented candidates. If your job description reflects unrealistic expectations then it is fair to say that most candidates will be dissuaded.
The job description needs to be simple, brief and practical and all the important roles that the candidates must have to fill must be mentioned in it.
Solution: Incorporate specific duties, skills needed, results, working environment and company perks.
3. Not Disclosing Salary or Benefits
Trust is important for any enterprise. This helps in talent retention and is essential for prolonged success. Disclosing salary helps the candidates see the value in the job as they get the exact look at what they get. Therefore make sure that your salary is disclosed.
Solution: State a salary range, benefits (including health insurance, flexible hours, and bonuses) and development opportunity. This makes you a competitive employer and transparent.
4. Overlooking the Candidate Experience
Hiring is not only a process of assessing candidates but also a chance when they are assessing your company. When you are slow or stumble in your process candidates will find other opportunities.
When companies fail to acknowledge applicants, provide updates to shortlisted candidates, or follow up after interviews, it can unintentionally create a negative impression and affect the overall employer brand.
Solution: Update the candidates and let them know. Don't keep them expecting. Connect and give updates using emails or SMS or applicant tracking systems.
5. Prioritizing Degrees Over Skills
Most firms find themselves missing a very good candidate just because the candidate lacks some particular qualification on paper.
Solution: Emphasize on related experience, soft skills, problem-solving skills, and the willingness to learn.
6. Not Highlighting Perks and Culture
The current generation of candidates, particularly the Gen Z, is not focused on salaries. They are interested in working culture, flexibility, learning, and expansion.
When the job posting is all about responsibilities but nothing about working culture in the firm, companies might find it difficult to get the best employees.
Solution: Discuss what makes your work place special, learning culture, team experience or other distinctive advantages you provide.
7. Rushing the Hiring Process
Companies also fail to undertake such crucial processes as adequate screening, defined interviews, or references when trying to fill in a position. This results in hiring failures and early quits.
Solution: Automating the recruitment process will streamline the hiring, reduce manual errors and improve the overall efficiency.
Recruiting is not only a HR action, but also an investment in the future of the company. Avoiding these common mistakes will strengthen the employer brand.
