Hiring managers often make these 5 most common recruiting mistakes when hiring new employees. Admit it. Are you guilty of making any of these simple recruiting mistakes? in this post, we’ll address them and what you can do to side-step them.
By understanding some common interviewing techniques and effective recruiting methods, hiring managers can minimize the chances of making these 5 most common recruiting mistakes.
Broad Errors Flexicrew Observes in Recruitment
As a professional staffing agency, we monitor recruiter and hiring manager recruiting activities and see some overall simple missteps that are an everyday occurrence – but are easy to avoid.
Properly Evaluating Candidates
One of the most common mistakes hiring managers make is not properly evaluating candidates. Many times, a job candidate’s qualifications are less important than the interviewer’s perception of them. Instead of basing decisions on what is important, such as skills or experience, interviewers often focus on superficial characteristics, such as appearance or personality.
Another mistake hiring managers make is not screening applicants thoroughly. Many times, a simple Google search can reveal disqualifying information about an applicant. Hiring managers should also verify information about candidates through third-party sources.
Balancing Important Factors
Finally, interviewers often give too much weight to oral interviews. In reality, interviews with candidates only account for about 25% of the decision-making process. Written applications and feedback from previous employers are also important factors when choosing new employees.
5 Most Common Recruiting Mistakes
Below are the 5 most common recruiting mistakes we observe hiring managers make that can adversely affect your hiring decisions and how to correct them.
1. Not Setting specific Hiring Goals
A common mistake made by hiring managers is not setting clear hiring goals for their department. Without knowing what they want, it becomes difficult to find qualified candidates. Try to define specific roles and responsibilities that match the skills and experience of the ideal candidate, and make sure that the job offer meets these qualifications.
2. Failing to Conduct Interviews Properly
When interviewing candidates, be prepared to ask probing questions and probe for information about their experience and skills. Make sure your questions are relevant to the job opening and that you take the time to listen to the candidate’s responses. Poor interviewing skills can result in a loss of interest from potential employees, which can impact your ability to hire the best possible candidate for the position.
3. Not Considering References Carefully
Before making an offer of employment, be sure to ask references for both yourself and the candidate. Check their references thoroughly and be sure you understand their comments about the applicant. If you have any doubts about whether a reference will be positive, hesitate before offering employment – even if you’re 99% certain that the person is qualified for the job. A poor reference can damage your reputation as a fair employer, which could lead to lost opportunities in future hires.
4. Making Assumptions about a Candidate
When evaluating candidates, do not make assumptions about their character or capabilities based solely on their appearance or resume information. Instead, take time to get to know them better – ask them questions that will allow you to assess whether they would be a good fit for your position in question.
5. Not Following up After Interviews or Rejecting Candidates too Early
After an interview, it’s important to follow up with potential candidates promptly and offer them an opportunity to schedule a second interview if they’re interested in the position. It’s also important not to reject candidates too early – many times this can come across as rude or unprofessional. This could give your employer a black eye with that candidate and any other s/he speaks with. Allow candidates ample opportunity to show their skills and qualities before making a decision.
By following these tips, you can minimize the chances of making hiring mistakes and ensure that your hires are a great fit for your company who positively affect your results..
We have advised many HR recruiters and functional hiring managers on correct interviewing techniques and successful recruiting methods. That reduced the chance of their making these 5 most common recruiting mistakes.
If you would like support in recruiting your next new hire, please contact one of our professional recruiters with many years experience in staffing. We’ll help you prevent your team from making a recruiting Oops!