THE 6 BIGGEST MISTAKES IN RECRUITMENT
Finding the right candidate for a new role can have a hugely positive impact on your business, from boosting team morale to improving the performance and efficiency of your operations.
Conversely, hiring the wrong candidate can be time consuming and costly, so it’s crucial to get it right.
Here are the six most common recruitment mistakes – and how to avoid them.
One of the biggest barriers to effective recruitment is having a long, inefficient hiring process. Candidates lose interest if this process takes too long, or if prospective employers don’t touch base with them for weeks on end.
Research shows that candidates tend to accept the first solid job offer they receive, so don’t give faster-moving competitors the chance to snatch them up.
A surprising number of successful hires have come from direct approaches to passive candidates; those who aren’t actively job hunting. Passive candidates make up 75% of the world’s workforce, and neglecting them could mean you’re missing out.
This is where a recruitment agency can add real value; they know who to approach and how, and can source potential hires that you may never have connected with otherwise.
A solid corporate reputation and strong brand presence can play a key role in attracting the right talent.
Candidates research prospective employers just as employers research candidates, and almost 70% of jobseekers say they wouldn’t take a role with a company that had a bad reputation – even if they were jobless. Think about how you’re coming across online, and what it says about your workplace.
Many employers underestimate the importance of a clear, compelling and honest job description. There’s a balance between not including enough information, and overloading it with far too many duties and requirements.
The ideal job description should succinctly outline the overall purpose of the role and highlight key areas of responsibility, as well as the essential skills and experience required.
It’s often tempting to expect candidates to tick every single box in your job description, as well as having the perfect personality for your team.
While skills and cultural fit are important, the perfect candidate doesn’t really exist. Instead of waiting for what you consider an ideal match, focus on candidates who meet the majority of your requirements and have the right soft skills – everything else can be learned on the job.
Employers who are unwilling to offer more than the bare minimum to prospective staff will find themselves struggling not only to attract high-quality candidates, but potentially any candidates at all.
If you’re offering a £25k heating engineer role with 21 days’ holiday, and your competitors are offering £30k, 25 days’ holiday and a generous bonus scheme, you’re likely to miss out.
A&D Recruitment are specialists in recruitment for the renewable energy and building services industries. For more tips, visit our blog section or contact us today for a friendly, informal chat about how A&D Recruitment could help you fill – or find – your next role.
