The recruitment process can be challenging for organizations, but it's an investment in their own success. In other words, companies that take the time to initiate a thorough applicant search using all the strategies, steps, and recruiting software necessary will land the top candidates and set themselves up for the future. With that said, one of the best ways to know what to do is to learn what not to do. Listed below are five common recruiting errors organizations make:
"The recruitment process is a company's investment in its own success."
1. Forgetting about the future
Hiring new talent is all about improving longevity. Employees retire or quit, industries evolve, and companies expand. However, some organizations hire only when a position opens—rather than anticipating the vacancy or planning ahead. As SmartRecruiters points out, spontaneity would not be acceptable in other aspects of the business, so why is it tolerated in recruiting? Thinking ahead not only promotes stability, it also prevents hasty hires and improves efficiency.
2. Putting too many (or not enough) chips on the table
Compensation is a crucial aspect of hiring, but many companies go about it the wrong way. Overpaying qualified candidates might seem like a surefire way to get them to sign, but it doesn't guarantee they will stick around—and it can lead to pay disparities and liabilities. On the other hand, underpaying candidates is no motivating tool, either—applicants may seek greener pastures if they feel they're being undervalued. Recruiters should utilize market surveys and salary equity analysis services, such as the type Berkshire Associates offers, to determine fair pay and adjust accordingly.
3. Relying on a complicated application process
No one wants to jump through hoops just to send in a job application, speak with a hiring manager, or learn more about a particular position. Organizations benefit from a streamlined application process and that usually means optimizing the online or mobile page. Kazim Ladimeji, managing editor of The Career Cafe, recommends hiring managers use their own application system to see just how easy it is to navigate.
4. Taking a narrow stance
The perfect candidate is a combination of many traits and skills that complement each other. Unfortunately, there's no such thing as perfect. That's why organizations should be open-minded and willing to accept someone who's not an ideal match. In fact, candidates who offer a different skill set than what's specified in the listing may bring something new and unexpectedly valuable to the table. Additionally, applicants who are markedly different from the people already employed bring much-needed diversity and offer an important new perspective, according to PayScale.
5. Failing to use all resources available
Different candidates look for jobs in different places. As a result, organizations will find a better cross-section of applicants by exploring a wide array of job sites, social media, and other advertisement options. These companies should also be sure to use technology to their advantage in every step of the process—leveraging video and graphics to attract candidates, optimizing the application to bring them in, and turning to applicant tracking software to analyze the results.
By avoiding these common errors, organizations can improve their hiring processes and bring in the candidates they need. In turn, applicants will begin to recognize these companies as leaders in the industry and be even more willing to express interest.