In a competitive job market, moving a business successfully forward rests greatly on the talent recruited during the hiring process. Hiring managers, or those in charge of recruiting new employees, are tasked with making sure who they hire can take a company into the future.
Any organization can attract the best candidate for a job when recruiting is done right and avoids one of these mistakes commonly made during the recruiting and hiring process.
- Boring Job Postings – Is there no pizazz in your job postings? If so, you might as well not post them at all. Job candidates skim job postings similarly to how hiring managers scan resumes and CVs. Job descriptions should stand out from the competition by piquing the job candidate’s interest and compelling them to apply. Think of how a job candidate thinks. What do they want to know about the company culture, position, and workplace perks? Include these things.
- Lack of Branding – Simply posting a job description and then sitting back to wait for people to apply isn’t how it’s done anymore. How long can any of us scroll online without seeing a digital ad? If your company isn’t putting itself out there in front of the noise, talented job seekers and passive job candidates won’t find you. Do the research to find out where your target audience is and get yourself there. Your brand should be front and center, whether that’s a specific social media platform or an industry-specific job board.
- Failing to Recruit Within – Consider how long it takes to recruit and onboard new hires. It’s a tedious, time-consuming process. Additionally, it’s very costly. Think of a scenario where you end up with the same quality candidate but spend less time and money doing so. People in-house are already familiar with the company culture, and leadership is already aware of the performance expectations.
- Living on the Interview – The interview process is an impressionable part of the hiring process, but it’s not the end-all-be-all. Job candidates can say whatever they want during the hiring process, and it’s all based on the honor system. What if they say something that stretches the truth or is entirely false but something a resume can’t prove or deny? The hiring manager or recruiter has only the job candidate’s word to go on. That’s why a resume should be checked, references should be called, and research should be done. The interview can’t be the only deciding factor.
- Being too Picky – There’s no perfect candidate, even if you think you have a picture of the “ideal” employee. Keeping a team understaffed for an extended period of time will do more harm than good if you’re waiting for a candidate to walk in the door who doesn’t really exist. Look at the requirements of your open position, the necessary experience, the company culture fit, and the desired soft skills. From there, find the potential employee who checks most, if not all, the boxes, and be willing to give them the opportunity instead of waiting for someone who fits the persona in your head.
The cost of replacing an hourly employee is $1,500. For those in a technical position, 100% to 150% of their salary, and for those in the C-Suite, it’s up to 213%. The recruiting and hiring process can be costly if done inefficiently, ineffectively, or imperfectly.