6 mistakes to avoid in recruitment

6 mistakes to avoid in recruitment “Wrong recruitment” will cost companies much time and money. So, how can you recruit large, powerful and ...

6 mistakes to avoid in recruitment

“Wrong recruitment” will cost companies much time and money. So, how can you recruit large, powerful and united staffs which help the company develop steadily and create a healthy competitive environment?

Following are 6 common mistakes to many employers, even experienced ones. Compare them with your own experiences and make your conclusion:

1. Fail to screen the candidates

Screening is the first and important task in recruitment. Just one 15 minute call will save you much time for a face-to-face interview. With only a few minute call and you may know whether or not the candidate’s knowledge and experience might be suitable to the position or not. It also saves your time dealing with candidates who pursue higher salary than the recruitment budget.

Moreover, you will be able to evaluate if the candidate fits the company’s culture or not. One candidate that are always ready to “return like for like” will not be suitable to work in a harmony culture in which each employee is calm and affable in urgent circumstance.

2. Fail to prepare the information for the candidates

If the candidates do not ask about the company or the recruitment, you should tell them some basic information for them to self-evaluate whether they are ready and interested in applying for the new position or not.

3. Talking too much about the company

Many interviewers are likely to talk more about their company than listen to the applicants. You should remember that an interview is a both-side communication in which, the candidate is the one who should talk more so that the employer may assess his/her ability. Make use of the short amount of time to find out more about the candidate instead of asking him/her some questions again and again.

As a fact should be noted that any candidate will speak only which the employer would like to hear; therefore, the question is how you select out of the answers the candidate’s core value by asking such “hard-to-answer” questions.

4. Focus on personality but not skills and experiences

Many employers would like to select ones that are similar to them. However, the problem is when those are not as half effective as intelligent, skilled and clever candidates. Don’t make yourself fall into such trap to recruit such candidate as you feel like and interested in.

Such comfortable employees shall not gain your company benefit. An effective staff is a staff consisting of employees of diverse skills and abilities so that they may deal with various problems such as dealing with a lot of customers with diverse demands.

5. Fail to identify the candidate’s major skills

Each employer needs to prepare himself a long list of experiences, skills and personality of such ideal candidates; however, with this method, you have to identify which are the most important and have a method to examine those.

Deciding 3 – 4 important skills required to the recruitment: for example, you want an experienced to build your website? Or you need a good talker to deal with hard customers? Only when these skills are defined that you can recruit the most suitable applicants.

6. Limited candidate pool

Take your time “hunting” as many suitable candidates as possible. Those will be your candidate reservation at times your company is in lack of employees. However, unskilled, inexperienced or unqualified candidates are not options for you. If you can not find an appropriate one, just keep searching till you find one that you are satisfied with.

Related documents

Recruitment process
External recruitment
Recruitment methods
Recruitment job descriptions
Recruitment KPI
Recruitment plan
HR career ebooks (you can download free and ref all ebooks related HR career…)


Recruitment and Selection 6468248568657265696

Post a Comment


Follow Us


Hot in week