The 7 most common mistakes in recruitment

We all agree that the current job market is not making it easy to recruit talent. That said, the biggest culprit in hiring difficulties remains the lack of planning. So, back to basics:

HERE’S HOW TO AVOID THE 7 MOST COMMON MISTAKES MADE BY HIRING MANAGERS.

1 – Not knowing or knowing too much about what you’re looking for 

You need to take the time to define the criteria for the position you’re looking to fill, so that your job posting is precise and not too generic, but not too detailed either. Basically, the motto “neither too much nor too little” applies.

• Our expert advice: don’t be desperate to find a candidate who does exactly the same job in a similar organization. To broaden your pool of potential candidates, be open to transferable skills and have realistic expectations in today’s market.  

2 – Not planning the hiring process

A good plan will save you time and money, as well as keeping you aligned with your organization’s objectives. It should include information to guide each step of the hiring process:

1. Creating the interview guide;
2. Developingtheselection process; 
3. Identifyinginterviewparticipants;  
4. Determiningthe criteria used to make the hiring decision.

• Our expert advice: the plan is an essential support, but you still need to personalize each candidate’s interview experience. For example, consider what questions or concerns the person you’re interviewing might have, and answer them in advance. 

3 – Relying too much on a single factor when making a hiring decision

The decision should consider a set of criteria to avoid rushing through applications just because of positive or negative information that you over- or under-estimate. In short, don’t rely on a single method of gathering information, such as the interview.

• Our expert advice: draw up a selection matrix with criteria and a specific weighting to objectively assess whether the information gathered, positive or negative, has a real impact on the candidate’s suitability for the position.

4 – Doing it all yourself 

You’ve got a full schedule… Don’t fill it up with ALL the recruitment-related tasks! By working closely with your recruitment specialists, you can avoid delays, poorly written job descriptions, poor candidate research and miscommunication during interviews. To each their own!

Our expert advice: to get the most out of their recruiting team, hiring managers need only follow 3 simple rules:  

• • Be responsive and decisive; 
  • Provide detailed feedback without delay; 
  • Be readily available to review applications and conduct interviews. 

5 – Waiting for the ideal candidate

Let’s face it: perfect candidates don’t exist, and neither do perfect organizations. So why wait for them? You run the risk of disqualifying good candidates simply because they don’t perfectly fit the list of requirements, or because you want to see more candidates, just in case… without ever materializing your utopian hopes in the end.

• Our expert advice: don’t forget that the market is highly competitive and that candidates have a choice. If, in spite of everything, you wait to make an offer to an excellent candidate, be aware that you are sending out the message that he or she is not your first choice. Make sure you have regular communication to keep them interested despite the wait.    

6 – Thinking recruitment is a one-way street 

Candidate evaluation is a two-way street during an interview: you evaluate the candidates, but the candidates evaluate you in return. This is especially true in today’s job market, which favors candidates… So don’t hesitate to “sell” your organization.

• Our expert advice: the most successful hiring managers take the time to understand what’s important to candidates and link it to their mission, values and organizational culture. In fact, they make the opportunity to work with them so attractive that candidates can’t say no! 

7 – Hiring based on fit  

You can actually use this selection criterion if you understand that the “fit” is based on shared values, and not on shared experience or interests between the candidate and the employer. In short, don’t fall into the trap of recruiting only people who are alike or have the same areas of interest as you; by hiring different profiles, you’ll have a diverse team in terms of skills, experience and personalities.

• Our expert advice: you need to go a step further and determine whether candidates fit the more fundamental elements of your organization’s culture. Get the cultural fit right. Here’s a quick rundown to help you make sense of it all:

You now have everything you need to avoid these 7 mistakes and make successful hires.

Happy recruiting!