Recruiting a new team member for your company is expensive and time-consuming, so it's important to get the job done and done well. Here are ten of the most common screening mistakes that recruiters make.
Recruiting a new team member for your company is expensive and time-consuming, so it's crucial to be thorough and perform this task well. Here are ten of the most common screening mistakes that recruiters make.
1. Hiring too quickly
According to Shane Malik senior recruiter at Ducknowl, In many hiring situations, there is pressure to fill a vacated position quickly, but, even in these situations, a recruiter must not skip essential steps. Make sure to at least verify all the information on the applicant's résumé and perform a thorough screening process.
This is important as most applicants often oversell their skills to get ahead in the interview process. You can remove these fake or underqualified candidates by contacting their references (if any) or with a pre-assessment test.
A pre-assessment test application allows you to set basic questions to test their hard and soft skills and rank the top-scored candidates in order.
2. Failing to persuade the applicant
As a potential employer, it's possible to believe that you're doing the applicant a favor by offering them a job, but this is not the best approach. Good job candidates can be challenging to find, so you should make some effort to ensure the ideal candidate chooses your company over others.
Not all candidates can be persuaded with money.
A candidate with 5+ years of experience in a company is less likely to come to you if they don't get something beyond monetary benefits.They might be looking for an excellent opportunity to climb up the ladder. Some may even be looking for a friendly and inclusive work culture.
As a recruiter, you need to analyze the needs of the candidate and try to sell your company to persuade them.
Personal references are often overlooked in the screening process, but this information is crucial for learning details about the person joining the team. As mentioned earlier, candidates often oversell themselves in their CVs.
Therefore, it's always a good idea to find out as much crucial information about the candidate as possible, and contacting the references is an ideal way. One way to do that is by visiting the candidate's LinkedIn page and contacting their previous employer or colleagues.
4. Getting lured by exaggerated résumés
It's an unfortunate truth in the business world that a majority of candidates exaggerate skills and years of prior experience. Don't get too enthusiastic about an impressive history until you verify the details.
5. Ignoring personality and temperament
Personality plays a huge role in how well a candidate does their job on the team. Leadership roles require different personality traits than creative or other positions in companies.
Make sure to match the right kind of person with the job rather than only looking at experience and skills.
6. Making the interview sound mechanical
Even though you are hiring someone for a technical position, the person doing the job has non-monetary expectations from your company. An interview that appears too mechanical may give us a negative vibe about the company's work culture.
People love to join a company that makes them feel welcomed and valued, and a positive and friendly attitude of a recruiter can likely make it possible.
7. Discarding "overqualified" candidates
In many cases, it's hard to find applicants who can perfectly fit all the criteria, so you might have to expand your horizons and look at a broader range of applicants. Just because a candidate is overqualified, that does not mean they won't accept your job offer or leave your company for better opportunities.
If someone is applying for the job, they may be genuinely interested in your company.
8. Lack of coordination between hiring managers
A candidate must go through multiple interviews with different personnel for some job positions. This is where coordination between hiring managers is absolutely critical.
The leading recruiter must constantly track the candidates and upload their resumes and results with all the other hiring managers to keep them updated. The last thing you want is for all recruiters to ask the same question to the candidate.
That time is time-consuming and makes you look unprepared, especially in front of experienced candidates. Ensure that all relevant managers communicate with each other about their observations and avoid recruitment screening mistakes.
9. Inadequate detail about the job and company
Suppose you don't adequately describe the company and the job when advertising a work position. In that case, you're bound to attract many candidates who are either wrong for the job or who would become uninterested when they learn more details.
10. Asking the wrong interview questions
According to Chloe Moskovits senior recruiter at Movable Ink, It's crucial to think diligently about the questions to ask the candidate. You should probe and gain insights into how they would approach various situations likely to occur on the job.
Asking vague questions will result in an interview with little or no value and waste company time and money. The screening and hiring process is one of the make-or-break aspects of succeeding in business.
Make sure to avoid making the most costly recruitment mistakes when finding a new member of your team.
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