Top Recruiting Blunders

Top Recruitment Blunders

Recruitment isn’t always easy, especially when you’re doing it alone. Sadly, for those who are unqualified, the long-term benefits of recruitment are often never experienced. Small businesses tend to undertake recruitment themselves – it is seen as the easiest and cheapest way to do it. Why pay someone to do a simple job? Well, when the people you hire don’t turn out to be what you expect, it’s probably time to rethink your recruitment strategy. Recruitment may sound simple, but there is a wealth of knowledge and experience that goes behind finding the right candidates.

Here are our top recruiting blunders.

Using the same old job advert. By not updating your adverts for each vacancy, you run the risk of attracting the wrong candidates. New employees could be underqualified, which means you won’t want them sticking around for long, or overqualified, which means they won’t want to stick around for long.

Trying to replicate your top talent. When a company has a model employee, it’s easy to fall into the trap of looking for a replica. Candidates should be given opportunities based on their own merits and qualities. Obviously you need selection criteria, but stay open-minded.

Not considering departmental cultures. Your business may have its own culture and philosophy, but depending on its size, each department will have its own way of thinking too. All leaders have their own expectations of workers, so be sure to consult department managers before employing someone. Not doing so could lead to clashes.

Being too single-minded. Reusing your ‘tried and tested’ methods of recruitment will only attract the same type of candidate. Try new methods, new recruiters, new jobs boards – doing so will broadcast your business to a wider pool of talent.

Salary versus skill. You’d be amazed how many employers expect to acquire top-level talent for bottom-level pay. That isn’t how the market works. If your vacancy remains unfilled, it may be time to review the relationship between salary and skill.

Over-promising, under-delivering. Just as candidates embellish their CVs and experience, employers are equally guilty of overplaying the opportunities available. Failing to be realistic about the challenges and work involved in a role will only lead to disappointment.

Having a slow process. There is no need to drag out recruitment. When people look for a job, they don’t want to be kept waiting. Whilst you dither about which candidate is best, they could have found another job.

Not giving employees a proper initiation. Nothing screams ‘poor employer brand’ more than setting a start date, but not having someone to greet and orientate new employees. Such lack of care and attention may lead someone to walk out of a job before they’ve even started.

Turnover rates of new hires can be costly. So, before taking recruitment into your own hands, be sure to weigh up your options. The best and safest way to outsource your recruitment is by using a fixed-rate recruitment agency. By paying a flat fee, you remove the financial commitment, but still benefit from the experience and knowledge of professionals. And when it comes to employee retention, a fixed-rate recruitment service will pay for itself tenfold.