Recruitment

5 Mistakes to Avoid

5 December 2014

Some recruiting tactics can actually do more harm than good to your organization even though they are commonly practiced by recruiters. They can be counterproductive and reduce candidate pool while affecting your organization's reputation.

1. Filtering Candidates using Job Titles Only

A recent study has shown that most recruitment professionals searched candidates using key words based on job titles only. However there are many other types of keywords which can be used to get targeted results. Candidate sourcing professionals use advanced techniques to proceed their research (Access further information on candidate sourcing here).

2. Publishing an Unclear Job Description

One of the steps that comes first in recruiting and should not be underestimated is the definition of needs: what kind of profile should have the candidate? What skills are a must? Which previous experiences...? It is important to list tasks and responsibilities. The more the job description is clear, the more qualified will be the incoming applications.

3. Contacting Candidates without Performing Due Diligence

If you want to contact a candidate, it is best to do some research beforehand. Various researches can be performed: on qualifications, past experiences, on the location where the candidate works and the fringe benefits that he might get from his current employer. Through this, your speech will be much more targeted which will raise the candidate's attention. This latter will also notice your professionalism.

4. Offering Uncompetitive Wages for High-skill Positions

This is the most counterproductive error which can be done as salary negotiations occur in the very end of the recruiting process. Having an offer declined by your top candidate makes you take the risk to lose all other candidates. Indeed time is ticking for top talent. Furthermore, if the candidate accepts the offer, but secretly keeps on searching for another job because of an uncompetitive salary, there are many chances that he will leave before the end of the probation period.

5. Leaving Out the Unemployed

Most recruiters select in priority employed candidates instead of giving a chance to unemployed ones. As a matter of fact, an employed candidate appears to be more competent than a candidate who undergoes several months of unemployment. However the overall gathered experience must come in priority over the status as unemployed or the duration of the unemployment itself. Furthermore in times of crisis, being laid off does not necessarily imply incompetence.

 

CM