7 Common But Avoidable Recruiting Mistakes

common but avoidable recruiting mistakes

There is a high rate of unemployment in the country, thus there is an influx of applications for every job posting. Because recruiters receive many applications, they are pressured to hire the right fit for the company. This pressure causes them to make some common but avoidable recruitment mistakes. We’re all human, and we’re all prone to making mistakes. It is unavoidable. As recruiters, though, some of the common mistakes we make are those we do not know we are making. Even though these mistakes are quite common, they are easily avoidable. Here is a list of common but avoidable recruiting mistakes most recruiters make:

1. Writing a vague job description

One of the common but avoidable recruiting mistakes is writing a vague description. When recruiters do not write clear job descriptions, they tend to attract applications from unqualified candidates. To avoid this mistake, you need to make the job description so clear that it shows the kind of person you want for the role. Avoid using industry buzzwords that could confuse the applicants. When applicants are confused about the job ads, qualified candidates might avoid such a job, thinking it is a fake or scam job. On the other hand, unclear job descriptions may attract applicants that are not suitable. For this reason, you have to ensure that your job description is clear, neat, and simple to attract the right fit.

2. Not hiring from within the company 

Many companies only hire from outside the company; they do not consider those working for them. This mistake is quite common among recruiters. But, hiring from within the company has a lot of benefits. Firstly, it is economically beneficial to hire within the company. You will be able to cut down on the cost and time spent on advertising. Besides, hiring within the company also reduces the cost associated with training new staff. This is because they are already used to the policies, values, and culture of the company.

Also, hiring from within a company could be a form of promotion for professionals in the company. This way, you can retain them in your company so they won’t leave for better opportunities in other companies. For this reason, make sure you make the vacancy open to both internal and external candidates. This way, you will be able to have pools of talent to make your unbiased choice.

3. Making use of unconscious bias

One of the common but avoidable recruiting mistakes recruiters make is using unconscious bias. Sometimes the hiring decision depends on your choice. For this reason, you have to avoid any form of unconscious bias. Sometimes you make the mistake of discriminating against some candidates. It could be because of their social status, age, tribe, religion, or even marital status. Discrimination will hinder you from hiring the right candidate, even when you know they are qualified. Regardless of all these factors, go for candidates that have the right skills. This will give you a higher chance of having a large pool of talent to choose from when finding the right fit for your company.

4. Avoiding overqualified candidates

Most times, recruiters outright reject some candidates because they are overqualified. Sometimes the reason for this rejection could be that the employer is scared that the candidate will not stay long at the company. The truth is, due to the high rate of unemployment, you should expect an influx of applications from overqualified candidates. You should consider hiring them rather than rejecting them. This is because they have the skills and experience to help your company grow. Besides, you will not have to spend any time or resources training your new employee. They might not stay long, but the little time they spend with the company will help develop your team. But, to make them stay longer, you can give them perks and benefits as incentives.

5. Equating education with skills

It is a known fact that education and experience are essential, but what is most important is the ability the candidates have to do the job. The only way you can know their ability is through their skills. Yet, one of the common mistakes that many recruiters make is equating education with skills. Recruiters and hiring managers think candidates with a high level of education can do the job. On the other hand, they think people with a low level of education do not have what it takes to take on the open position. To avoid this mistake, make sure you try to determine whether the candidate can do the job. This means, rather than dismissing a candidate with a low level of education, assess them to know whether they have any hard or soft skills.

6. Waiting for the right fit

Every recruiter has an ideal picture of the candidate they want for the company. This makes them wait for the right fit. But, this could be a costly mistake for the productivity of the company. This is because waiting for the right fit might keep the company understaffed for a long time. Thus, weighing down on other employees of the company. Because the ideal candidates recruiters want are so scarce. It is advisable to go for the available one. So far the candidate you see fits most of your requirements. you can go for them. When they start working with you, they can pick up job-specific skills.

7. Over-reliance on references

Candidates often list some experience and qualifications they have on their resumes. Yet, how do you know that this information is true? This is because most applicants lie on their CVs so they can be desirable to recruiters. So you need to double-check any information applicants put on their resumes. But, while double-checking, don’t rely too much on references. This is because they might have connived with their reference to lie to you as well. Besides, if their reference badmouths them, it might be because they had a fallout. For this reason, you should make sure that you take your background check outside of the applicants’ references.

Final Thoughts

Making some common but avoidable recruiting mistakes can cost you the right candidate for your company. This is why we have put out a list of those mistakes and how you can avoid them. Now that you know them, you are on your way to getting the best for your company.

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