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Recruitment mistakes can be costly; not only for the recruiter but for the candidate and the hiring company.
Whether you are a contingent recruiter or work on retainer there is a right and wrong way to do things. Recruitment mistakes will vary but there are 5 that consistently make an appearance.
Don't make assumptions based on resumes alone.
It is of the upmost importance to remember that resumes and LinkedIn profiles are not always something to use to disqualify a candidate. Resumes don’t always tell the whole story. Maybe that job jumping was due to some temp work the person had done to get by until they landed a permanent position. The average recruiter will spend 8 seconds reviewing a resume or profile. If more time than that is spent then it is worth sending that message to inquire.
Make real connections.
Genuine online connections are not easy to make so the approach in the initial message needs to be strategic. The goal is to connect in a way that engages the candidate and leaves them wanting more information. Just saying, “I have a job for you,” might not be the right amount of caress that a passive candidate needs to interact with the message. The original message should grab the reader and leave them seeking answers. Try connecting with their background. Maybe the person went to OSU and you lead with, “how about that Buckeye win this weekend?" It’s all about connecting on a personal level. After you have grabbed them with the intro follow by telling them briefly about the position and then how they connect to the opportunity. It could be that they would be a great connection to meet others who will be a fit and sometimes suggesting just that can lead to heightened interest for themselves.
Ask better questions.
Basic questions such as, “what’s your greatest weakness?” or “tell me about a challenge you faced and how you overcame it," lead to the same boring conversation and answers that you have heard a thousand times. You want to throw some curve balls and really get to know who the candidate is. Try asking, “what is one thing you like most about your current manager and what is one thing you would change?” or “how would your coworkers describe you and how would your best friend describe you?” Opening up the questions allows the candidate to reflect on who they are and what their view in the workplace is so that you can get a deeper understanding of the candidate.
Maintain consistent contact.
The first interaction between a candidate and a recruiter is usually a phone call and the recruiter tries to “hook” the candidate onto the opportunity. After the candidate is sold on the prospect, a few weeks pass before a recruiter will reach back out with more insight into the opportunity and the client needs. It’s not always an intentional thing to forget candidates but it's a big recruitment mistake and will leave a bad taste in their mouth for all future recruiters. It is important to keep the candidate warm throughout the entire process. Calendar reminders to make steady contacts can keep you on track. Providing candidates with an update, even if it is that you have no update, will make them feel thought of and when you keep them engaged it aids the movement of the process.
Be honest.
61% of employees report that what they were told about the position differs greatly from the job reality. So how do we avoid an unhappy hire? Most people like to know exactly what they are getting themselves into, so tell the truth. Establishing trust with the candidate will only allow more networking in the future.The recruiting process isn't only for companies. It's for recruiters to expand their network while making real connections and for candidates to find a job and a company they fit with. Avoiding these recruitment mistakes will ensure future opportunities for the recruiter, company and candidate satisfaction and the optimum experience for all parties involved.
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