4 Common Recruiting Mistakes (and Why You Should Avoid Them)

TLNT recently posted an article about “4 Recruiting Behaviors That Limit the Quality of Who You Hire.” What we found interesting about these behaviors is that all of them tended to be based on assumptions made by recruiters, which in turn severely limited their candidate pool.

The good news is that most of these recruiting mistakes can be easily avoided.

Here are 4 common recruiting mistakes (adapted from TLNT), and our take on why you should avoid them:

Screening candidates based on past job titles

TLNT reports that about “55% of hiring managers who have job openings for which they can’t find qualified candidates typically hire people who previously held the same job title as the open position.”

As we’ve mentioned before, going off of past experience alone can really narrow your talent pool. Here is what past experience can’t tell you, and why you shouldn’t screen candidates only on their employment history:

    • How a candidate will be able to transition from how they used to do things, to how they’ll do things for you–every company is different
    • How candidates from different backgrounds have transferable skills
    • How innovative your candidate will be–industry experience can sometimes inhibit new thinking or innovation

Filtering out the long-term unemployed

According to TLNT, surveys show that hiring managers are willing to hire the long-term unemployed, but when given the option, would rather choose a currently employed candidate.

A large pool of job seekers means that employers have the ability to be picky when it comes to hiring–but that doesn’t come without consequences. Although hiring passive job seekers isn’t a bad thing, you shouldn’t filter out a candidate who’s been unemployed for a while. Everyone runs into bad luck, and if you skip over candidates only because they’re unemployed, you could be really missing out.

Failing to raise wages for tough-to-fill positions

Surveys show that “64% of hiring managers who have job openings for which they can’t find qualified candidates aren’t planning to raise wages for their new hires,” which can lead to a weaker applicant pool.

If you’re struggling to fill an open position, you need to take time to evaluate the situation. Why is the position tough to fill? Are the hours unusual, are the skills hard-to-find, or are you possibly looking for recruits in all the wrong places? No matter what the reason is, there is a reason, and you shouldn’t count out poor compensation as one of them. Although money is only part of the reason why candidates take jobs, it’s an important one, and not raising wages for tough-to-fill positions could be a big mistake if you’re not careful.

Recruiting only when a vacancy arises

When all of your positions are filled, you might think, “We don’t need to recruit anymore–it would just be a waste of time.” However, in the event that some is fired or quits, you might find yourself scrambling to fill that position in a timely manner.

To avoid running into trouble down the road, make your recruiting an around-the-clock effort. It’s not as hard as it used to be to recruit all the time, especially with the technology we have now. From mobile recruiting, to posting on social media, to using your website as a recruiting tool, 24/7 recruiting is easier than ever and makes you more prepared for those surprise vacancies.

Although these aren’t the only recruiting mistakes made by companies that are hiring, they’re all worth noting because they’re all so easy to avoid. So give your recruiting strategy a look–the last thing you want is to look back and realize that you’ve been making an easily-correctable mistake all along.

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