5 Recruitment Mistakes You Are Already Making

Finding great new talent is an important part of any business.  In fact the smaller the business the more important this can be as its often impossible to carry poorer performers when resources are tight.   Improve your ability to hire the best people by avoiding these top recruitment mistakes:

1.     No job description

Maybe you know what you are looking for in your new hire, but are you sure everyone  has the same understanding?  We know its a pain but put together a written job description and share it with key colleagues before you start recruit.  Then, when you start to invite candidates to interview, share it with them too.  It’s fine if you want to be flexible and alter the role to attract the best candidate, but ensuring everyone shares the same understanding of the core requirements of the role is invaluable.

 2.     The wrong job title

You might think a Team Administrator job title sounds a bit dull and it would be more attractive to go with something like Office Executive.  Instead, ask yourself which job title describes duties of the role most accurately and go with that.  Candidates will search for vacancies using job titles they are familiar with, and will often want their CVs to show clear career progression that future recruiters will recognise. 

If you feel really strongly that you want an interesting job title that reflects your brand then the might want to try using a more common job title when advertising the role, then during the recruitment process explain the rationale behind your preferred job title.  Just make sure you do that before any employment contracts get issued!

3.     The experience requirements are set too high

You need a great Project Coordinator but does that person really need 5 years’ experience and an MBA?  You might think that by setting your requirements high, you will get to pick from the best calibre candidates but this usually isn’t the case.  If you keep your experience requirements specific to what is needed to perform the role, you will receive applications from candidates with the most relevant experience and avoid potential discrimination claims.

4.     Only using your existing network to generate applications, every time.

There is nothing wrong with using your existing network of colleagues, friends and family to identify a few potential candidates for a role – in fact we do this all the time for our clients with some great results.  However,  you’ll have a much better chance of finding the ideal candidate if you widen the net using job boards, professional bodies, social media and maybe even a recruitment agency or two (if you have the budget).  This doesn’t have to be expensive, just think about the places your ideal candidate would typically look for a job and advertise there.

 5.     The process is too slow

If you’re hiring to a senior role, we get that this is be a big long term hiring decision, so you may need the candidates to meet quite a few people to make sure everyone is on board when you make an offer.  That’s fine, but organise a schedule which gets the candidates through the process as quickly as possible.  If it’s a more junior role, avoid a process which means they need to book lots of time out of their current job to attend interviews – this can put off really great candidates who can start to question if this is a serious recruitment process.

 

If you’re a small business struggling to attract great people to come and work for you, get in touch for a free telephone consultation and find out what we can do to help.