On all fronts, finding the right hire isn’t as easy as you think. Hiring managers are under pressure to fill positions and recruiters want to satisfy their clients to get more business. Making a bad hiring decision can be quite costly. If you want to get it right the first time, and be the best recruiter you can be, here are some hiring mistakes to avoid:
Skimp on Preparation
Finding the right candidate comes down to how accurate your job description is. It should outline every detail of the position. Nailing all the details requires being informed, which is why you should meet with the hiring manager to review the job description and discuss the job’s responsibilities, daily tasks, and required experience and skills. Also, ask the manager what type of person they are looking for. Make sure the write-up is current and targets the right candidate.
Not Using Technology to Your Advantage
Screening candidates should not involve sorting through mountains of paper. That’s an archaic method. Besides, today’s hiring managers and job candidates are computer savvy. Don’t be afraid to use applicant-tracking systems to speed up the process and move on to interviews, and use LinkedIn to your advantage. My e-Course includes two modules on using LinkedIn, and for good reason.
Your Postings Have a Narrow Reach
By not casting your line far enough, you limit your hiring potential. Most companies don’t limit their candidate pools to single locations, so find many places to post. By looking farther, you may find a greater diversity of candidates with different types of experience, skills, and perspectives. Try posting in trade magazines or using your social media account to drive traffic to your site. Community groups can help spread the word as well.
Not Screening Your Candidate by Phone
You won’t know if your candidate’s resume represents who they are without speaking to them directly. A 10-minute phone call raises your confidence that an in-person interview may be worth it. For example, if a job description calls for applicant with bilingual skills, you can verify that on the phone. Phone calls also give candidates a chance to provide more information or communicate their interest in a position.
Vetting Too Many Applicants
As a recruiter, you’re going to boggle your mind if you interview too many candidates. You may forget what certain candidates said. After all, you want to be efficient and sure everyone’s time is well spent. The same goes for the number of interviewers. Some companies use an interview panel, but really? How do you know who will ask what, and does being queried by a panel give the applicant the wrong impression of your company?
Skipping Reference Checks
References are awesome in many ways. Is a candidate who they say they are? Maybe they’re better at doing their job than selling themselves. You won’t know unless you hear from someone who knows them. Always check references whether you’re looking to hire entry-level candidates or high-level executives (hint: both tend to exaggerate their experience), so your relationship can start with trust.
Not Getting Proper Training
Recruiters, like everyone else, need experience. I can provide you with recruiting tips, but there’s so much more to “The Millionaire Recruiter” e-Course, where I cover every aspect of becoming a smart, successful recruiter. It includes everything you need to know to spot the perfect candidate. Feel free to contact me with questions or feedback.