Asking the wrong questions
Not preparing a set of standard questions for your interviewees can lead to only asking superficial questions about a candidate’s previous experience without really getting a sense of how well a candidate will do in the role they are interviewing for. Without having a list of detailed questions and or scenarios premade for candidates interviewing for the same role it can be much harder to create an even playing field to determine which candidate will suit the position best.
While organisations don’t want employees who all think in the same way, it is important that any new member of staff fits in well with the rest of their team. It’s important that you find candidates with similar ethics and ideals as this can be a good indicator that the candidate’s personality and values will blend well with their potential colleagues.
Rejecting overqualified candidates
When screening candidate CVs, it can be tempting to remove candidates who exceed the required experience, labeling them as ‘overqualified’. However, taking on someone with more experience and extra skills has its advantages and can often outweigh possible downsides.
Not checking references
Not taking the time to check a candidate’s references leaves you to rely solely on the candidate’s view of themselves, which can be accidentally or deliberately misrepresentative.
Vague job descriptions
Creating a quick and basic job description might seem like a good way to save time, but cutting corners like this can actually cause more work for yourself in the long run. Vague and imprecise job descriptions can make the initial screening process lengthy and time-consuming as you will have much more applicants with many being unsuitable for the role.
Not selling the job
With so many job seekers around looking for work, it can be easy to assume that anyone would be happy to work for them and that they don’t need to ‘sell’ the role or organisation. In reality, there is plenty of competition also looking for the very best candidates particularly in niche areas. And even if they don’t end up with the job, a positive experience with you could lead to an excellent potential advocate or supporter for your organisation.
Waiting for the Perfect Candidate
In recruitment terminology, the perfect candidate is often referred to as a ‘purple squirrel’ and this is because of just how rare the ‘perfect candidate’ is. You may have an idea of the ideal candidate in mind and especially in a candidate-rich market, you may think that there must be a jobseeker out there who matches every requirement and you only have to find them.
However, instead of waiting for that perfect candidate, who may not exist, find candidates that meet most of your key requirements and who fit the company culture. Training up a candidate to have those extra requirements builds loyalty and productivity, and they might have other qualities and experience that can come in useful in the future.
Not supplying feedback
This is probably the most common mistake made, although it may be difficult to devote time to candidates who have not made it through the interview process it is important to keep good relationships with candidates. As well as simply being polite, taking the time to give feedback to a rejected candidate can benefit your recruitment process and brand as a lack of feedback can lead these rejected candidates to potentially avoid applying through your service in the future.