Recruitment’s Biggest Timewasters

Recruitment Time Wasters

As recruiters, we’ve all been there: wasted time and money on a bad hire. In fact, we’re told about it all the time, in articles, blogs and tweets. But has our obsession with creating a meticulous recruitment strategy been taken too far?

When was the last time you reviewed your recruitment and employment practices? What started as a good idea may now be a timewaster.

It’s essential that your recruitment process is efficient. An efficient process not only saves time and money, but it can secure the best candidates too. When a recruitment technique becomes time-consuming or redundant, it can be enough to put a candidate off.

Partnering with an online recruitment agency is a sure-fire way to avoid costly mistakes. By paying a flat fee for recruitment, you benefit from a streamlined recruitment service, ensuring there is no overspill. You also gain access to the biggest pool of talent available: the internet.

In the meantime, here are the biggest timewasters to look out for.

More than two rounds of interviews

It should not take more than two face-to-face interviews to select a new employee. This rule may have exceptions, for instance the higher up the ladder you go, but for entry and middle level staff, two is the magic number. More often than not, companies use additional interviews to delay their decision. Candidates will be savvy to this, especially if these additional interviews are a waste of time. Don’t string anyone along; know exactly what type of candidate you’re looking for before starting the interview process.

General lengthy process

Whatever delays you’re causing – stop! Speed up. The time it takes to fill a vacancy is too often ignored. As recruiters, we can’t be so scared of a bad hire that we drag out the process needlessly. The company needs a vacancy filled; the candidates need a job. Take too long and you could lose top candidates to your competition.

Personal references

Urgh. Is there anything more pointless than asking for a personal reference? They are bias and hold no bearing on a candidate’s suitability for a job. These references will not help you understand a candidate’s work ethic or past performance, so what is the point? Stick to professional and academic references; they will provide all the information needed. If you are going to spend time making calls, sending emails and waiting for responses, then make it worth your while and don’t waste time.

Lack of proper recruitment tools

All employers should know the limits of their tools. This is an age of big data and online metrics. Candidate profiles are more expansive and changeable than ever before. Are you up to date? Perhaps you’re yet to manage your candidates with this kind of technology? Review your recruitment systems and software today. By not making a small investment, you could cost yourself much time and money in the long-run. Decide the best ways to improve your candidate management methods, in order to keep the process running smoothly. This should be done at the candidate end too – ensure your application processes are current, quick and savvy. Just as companies don’t like wasting time, neither do candidates.