Recruiters try their best to ensure that all goes well with a recruitment process but somewhere or the other, things don’t go as expected. So, what is preventing them to making their best hire? Why are they not able to retain candidates in their organization? The simple answer is that recruiters are making mistakes during their hiring process. In this article, we will be presenting 15 common recruitment management system mistakes that most recruiters commit during the hiring process. We will also provide solutions to make your recruitment process more sound.
15 Common Recruitment Management Mistakes
1. Posting an Inaccurate Job Description
An inaccurate job description is one of the common mistakes in a recruitment process. The secret to crafting an accurate job description is to be precise with the skills and responsibilities you are looking for. Doing otherwise might land you candidates that are not a fit for the job role. Being honest with your job description will attract candidates that the company can retain.
2. Relying Solely on the Judgements Based on Qualification
A qualification in a resume is necessary to evaluate a candidate based on past performances. Ofcourse, a candidate with high qualifications or degrees from top universities sounds very promising for your organization. However, there have been cases where even highly qualified candidates were not able to perform as expected. Such examples show that recruiters must not solely subsist on degrees to consider a candidate the right fit.
3. Evaluating Candidates only on Interview Sessions
Similarly, interview should not be the end-of-all criteria to decide on a candidate’s performance. Recruiters often evaluate candidates relying solely on the interview sessions. There can be many reasons why an interview might not go well. An example like connectivity issues should be brought under consideration. Also, particular care is to be taken with interviewees who have any physical or mental disabilities like dyslexia or autism.
So, the question is how candidates must be evaluated?
For that we can say, you must evaluate candidates based on multiple factors. Pre-employment screening is often a great way to find out if the resume is accurate. Put them on an assessment test or an exercise to see how well they can handle the job role. However, this is not enough as hiring managers must ensure that the results are carefully considered during the recruitment process.
4. Challenging candidates with Questions Too Tricky or Too Easy
You are free to challenge the candidates with unpredictable questions but make sure they do not require much brain-racking nor elicit canned answers from them. A predictable question may seem like “where do you see yourself in five years?” whereas an alternative can be “what motivates you?” or “how does this job fit into your long-term plans?” This will make the interviewee think outside the box and come up with unique responses. A candidate with unrehearsed answers shows you how innovative they are when it comes to solving problems. It also informs you on what they can bring to your company. Likewise, seeking answers to arcane brain teasers in an interview is a bad idea.
5. Losing Contact with Candidates
There is a lot of competition in the job market. Do not sit still just because a top candidate applied for your position. By maintaining constant rapport, you ensure that the candidate sticks to your employment offer. Even if you do not have anything to share, just let them know. Maintaining constant communication is not only a work culture ethic but is also a way to keep the candidate engaged and responsive.
6. Overlooking Internal Sourcing
Hiring from within the organization is often a good solution when it comes to recruiting candidates. Internal sourcing cuts economic costs and is a real-time saver. When the employee is already familiar with the work culture and environment, they can adapt quickly and dive into the new role.
7. Passing on Overqualified Candidates
Rejecting an overqualified candidate is one of the common mistakes in the recruitment process. An overqualified recruit has a lot to contribute to your organization. As a recruiter, you can carefully observe how they are helping the company with their skills and later on use the same procedures for other areas or roles. Also, an overqualified candidate with more skills can motivate other employees to perform far better. To retain such candidates, you can expose them to challenging tasks so they get to learn a lot from your company.
8. Not Highlighting Company Culture
Company culture is about the work environment, your interactions with colleagues, salary, facilities, perks, etc. A recruiter not highlighting company culture is doing a big mistake. Taking the help of social media is a good step in this direction. Why highlight company culture? It creates transparency, attracts top talent, and helps viewers see and connect with the people already onboard.
9. Having an Unconscious Bias While Hiring
There is a natural tendency in human beings to prefer candidates who share their background, ethnicity, religion, gender, age etc. This is known as an unconscious bias as we tend to discriminate unconsciously. So, what is the solution to this recruitment mistake? There is a voice-changing machine that disguises the gender of your interviewee. A resume without the gender of the applicant is another way to prevent unconscious bias.
10. Ignoring the Need for Recruitment Software for Hiring
You might complain that your recruitment management system is not working out despite putting in a lot of effort. Let me tell you sticking to the same old standardized hiring process will simply not yields results. Have you tried using HR recruitment software? A hiring software has hiring management tools to source candidates, screen resumes, shortlist potential applicants, interview them, and onboard to your organization. Moreover, the Applicant Tracking System in a HR software is a boon when it comes to dealing with huge requisitions. It keeps a track of the applicants who have applied to your job openings and the stage they are currently at. Thus, the ATS system makes it easy to comb through the profiles and find the right candidate for your job role.
Therefore, Hiring Management Software is a smarter way to adopt while trying to speed up your entire recruitment process. So instead of wasting your valuable time, forsake the redundant methods of recruiting and instead go with recruitment management systems like HireME to streamline your hiring process.
11. Over expectations Regarding the “Ideal” candidate
Just like rushing your hire isn’t ideal, waiting forever for the perfect candidate to appear is simply not practicable. In your quest for finding the ideal candidate, you may understaff your organization leading to a dip in productivity. While a thorough scrutiny is required while finding the right employee, care should be taken not to overdo it.
12. Not Frequent Interaction Via Social Media Platforms
One of the common mistakes of a recruitment process is an organization’s inactive account on a social media platform. An organization needs to maintain its constant online presence through all such social media outlets. Active engagement through such online channels should be used to market the brand. According to Glassdoor 2016 data, 69% of job seekers are likely to go for a job that actively manages its brand. Social media platforms are also a great medium to inform other users about job vacancies. Also, employees can be requested to feedback on such channels that will enhance brand image and attract more candidates.
13. Time-Consuming Recruitment Process
If the recruitment process is tedious, it will be frustrating for both the recruiters and the recruitee. The latter may shift to some other job opportunity if they find that each step of the recruitment process is taking normal than expected. For example, some companies have longer screening process which slows the recruitment system. According to a 2016 data from Recruiter & Employer Sentiment Survey MRI network, 56% of recruiters reported that they were not able to make good hires because of long hiring procedures. Therefore, to eliminate recruitment lagging time, you can deploy a hiring software like HireME which will provide you with recruitment tools to enhance your recruiting skills.
14. Not Involving the Team Members in The Recruitment Process
A recruitment process is a lengthy one that is time-consuming. Although the HR department takes care of the entire recruitment process, involving other team members is often a good idea. The flaws a recruiter might overlook in a hiring process may get noticed by other members of the organization. They may have any recommendations or insights to share that will be highly useful while recruiting. Moreover, working in collaboration will help in finding timed solutions to such problems.
15. Not Valuing Candidate Feedback
Candidate experience is one highly crucial part of a recruitment procedure. Sometimes, recruiters do not focus on the candidate experience while being busy with the induction process. This is one of the common mistakes in recruitment. Likewise, gathering feedback from candidates is an essential step to having a top-notch hiring performance. With honest and valuable feedback, you will notice the things that have not been working well and make remedies for the same.
Final Thought!
Avoiding these common recruitment management system mistakes will not make your recruitment process completely fullproof unless you are consistent with it. This article tells you the flaws that recruiters have faced in a recruitment management system and how they may be rectified. Similarly, there may be more such recruitment mistakes that an organization may experience. Recruiters must find and troubleshoot such common recruitment management mistakes. Taking the help of a recruitment management system software like HireME is one of the ideal ways to do that.
Frequently Asked Questions (FAQs)
Do recruiters make mistakes?
Yes, recruiters may commit mistakes at every step of the hiring process. There are effective solutions to eliminate such mistakes.
What are the common errors in recruitment?
Some of the common errors in recruitment are:
- An inaccurate job description
- Relying solely on qualifications/interviews to evaluate candidates
- Overlooking Internal Resourcing
- Losing Contact with Candidates
What are the common biases in recruitment and selection?
The common biases in recruitment and selection may include discriminating against candidates based on caste, creed, gender, age, etc.
How can recruiting problems be solved?
One way to have an effective recruitment solution is to use a recruitment management system like HireME.
What is an ideal recruitment process to avoid mistakes?
An ideal recruitment process to avoid mistakes is to opt for a one-stop solution software like HireME that will streamline your recruitment operations.
Recruiters try their best to ensure that all goes well with a recruitment process but somewhere or the other, things don’t go as expected. So, what is preventing them to making their best hire? Why are they not able to retain candidates in their organization? The simple answer is that recruiters are making mistakes during their hiring process. In this article, we will be presenting 15 common recruitment management system mistakes that most recruiters commit during the hiring process. We will also provide solutions to make your recruitment process more sound.
15 Common Recruitment Management Mistakes
1. Posting an Inaccurate Job Description
An inaccurate job description is one of the common mistakes in a recruitment process. The secret to crafting an accurate job description is to be precise with the skills and responsibilities you are looking for. Doing otherwise might land you candidates that are not a fit for the job role. Being honest with your job description will attract candidates that the company can retain.
2. Relying Solely on the Judgements Based on Qualification
A qualification in a resume is necessary to evaluate a candidate based on past performances. Ofcourse, a candidate with high qualifications or degrees from top universities sounds very promising for your organization. However, there have been cases where even highly qualified candidates were not able to perform as expected. Such examples show that recruiters must not solely subsist on degrees to consider a candidate the right fit.
3. Evaluating Candidates only on Interview Sessions
Similarly, interview should not be the end-of-all criteria to decide on a candidate’s performance. Recruiters often evaluate candidates relying solely on the interview sessions. There can be many reasons why an interview might not go well. An example like connectivity issues should be brought under consideration. Also, particular care is to be taken with interviewees who have any physical or mental disabilities like dyslexia or autism.
So, the question is how candidates must be evaluated?
For that we can say, you must evaluate candidates based on multiple factors. Pre-employment screening is often a great way to find out if the resume is accurate. Put them on an assessment test or an exercise to see how well they can handle the job role. However, this is not enough as hiring managers must ensure that the results are carefully considered during the recruitment process.
4. Challenging candidates with Questions Too Tricky or Too Easy
You are free to challenge the candidates with unpredictable questions but make sure they do not require much brain-racking nor elicit canned answers from them. A predictable question may seem like “where do you see yourself in five years?” whereas an alternative can be “what motivates you?” or “how does this job fit into your long-term plans?” This will make the interviewee think outside the box and come up with unique responses. A candidate with unrehearsed answers shows you how innovative they are when it comes to solving problems. It also informs you on what they can bring to your company. Likewise, seeking answers to arcane brain teasers in an interview is a bad idea.
5. Losing Contact with Candidates
There is a lot of competition in the job market. Do not sit still just because a top candidate applied for your position. By maintaining constant rapport, you ensure that the candidate sticks to your employment offer. Even if you do not have anything to share, just let them know. Maintaining constant communication is not only a work culture ethic but is also a way to keep the candidate engaged and responsive.
6. Overlooking Internal Sourcing
Hiring from within the organization is often a good solution when it comes to recruiting candidates. Internal sourcing cuts economic costs and is a real-time saver. When the employee is already familiar with the work culture and environment, they can adapt quickly and dive into the new role.
7. Passing on Overqualified Candidates
Rejecting an overqualified candidate is one of the common mistakes in the recruitment process. An overqualified recruit has a lot to contribute to your organization. As a recruiter, you can carefully observe how they are helping the company with their skills and later on use the same procedures for other areas or roles. Also, an overqualified candidate with more skills can motivate other employees to perform far better. To retain such candidates, you can expose them to challenging tasks so they get to learn a lot from your company.
8. Not Highlighting Company Culture
Company culture is about the work environment, your interactions with colleagues, salary, facilities, perks, etc. A recruiter not highlighting company culture is doing a big mistake. Taking the help of social media is a good step in this direction. Why highlight company culture? It creates transparency, attracts top talent, and helps viewers see and connect with the people already onboard.
9. Having an Unconscious Bias While Hiring
There is a natural tendency in human beings to prefer candidates who share their background, ethnicity, religion, gender, age etc. This is known as an unconscious bias as we tend to discriminate unconsciously. So, what is the solution to this recruitment mistake? There is a voice-changing machine that disguises the gender of your interviewee. A resume without the gender of the applicant is another way to prevent unconscious bias.
10. Ignoring the Need for Recruitment Software for Hiring
You might complain that your recruitment management system is not working out despite putting in a lot of effort. Let me tell you sticking to the same old standardized hiring process will simply not yields results. Have you tried using HR recruitment software? A hiring software has hiring management tools to source candidates, screen resumes, shortlist potential applicants, interview them, and onboard to your organization. Moreover, the Applicant Tracking System in a HR software is a boon when it comes to dealing with huge requisitions. It keeps a track of the applicants who have applied to your job openings and the stage they are currently at. Thus, the ATS system makes it easy to comb through the profiles and find the right candidate for your job role.
Therefore, Hiring Management Software is a smarter way to adopt while trying to speed up your entire recruitment process. So instead of wasting your valuable time, forsake the redundant methods of recruiting and instead go with recruitment management systems like HireME to streamline your hiring process.
11. Over expectations Regarding the “Ideal” candidate
Just like rushing your hire isn’t ideal, waiting forever for the perfect candidate to appear is simply not practicable. In your quest for finding the ideal candidate, you may understaff your organization leading to a dip in productivity. While a thorough scrutiny is required while finding the right employee, care should be taken not to overdo it.
12. Not Frequent Interaction Via Social Media Platforms
One of the common mistakes of a recruitment process is an organization’s inactive account on a social media platform. An organization needs to maintain its constant online presence through all such social media outlets. Active engagement through such online channels should be used to market the brand. According to Glassdoor 2016 data, 69% of job seekers are likely to go for a job that actively manages its brand. Social media platforms are also a great medium to inform other users about job vacancies. Also, employees can be requested to feedback on such channels that will enhance brand image and attract more candidates.
13. Time-Consuming Recruitment Process
If the recruitment process is tedious, it will be frustrating for both the recruiters and the recruitee. The latter may shift to some other job opportunity if they find that each step of the recruitment process is taking normal than expected. For example, some companies have longer screening process which slows the recruitment system. According to a 2016 data from Recruiter & Employer Sentiment Survey MRI network, 56% of recruiters reported that they were not able to make good hires because of long hiring procedures. Therefore, to eliminate recruitment lagging time, you can deploy a hiring software like HireME which will provide you with recruitment tools to enhance your recruiting skills.
14. Not Involving the Team Members in The Recruitment Process
A recruitment process is a lengthy one that is time-consuming. Although the HR department takes care of the entire recruitment process, involving other team members is often a good idea. The flaws a recruiter might overlook in a hiring process may get noticed by other members of the organization. They may have any recommendations or insights to share that will be highly useful while recruiting. Moreover, working in collaboration will help in finding timed solutions to such problems.
15. Not Valuing Candidate Feedback
Candidate experience is one highly crucial part of a recruitment procedure. Sometimes, recruiters do not focus on the candidate experience while being busy with the induction process. This is one of the common mistakes in recruitment. Likewise, gathering feedback from candidates is an essential step to having a top-notch hiring performance. With honest and valuable feedback, you will notice the things that have not been working well and make remedies for the same.
Final Thought!
Avoiding these common recruitment management system mistakes will not make your recruitment process completely fullproof unless you are consistent with it. This article tells you the flaws that recruiters have faced in a recruitment management system and how they may be rectified. Similarly, there may be more such recruitment mistakes that an organization may experience. Recruiters must find and troubleshoot such common recruitment management mistakes. Taking the help of a recruitment management system software like HireME is one of the ideal ways to do that.
Frequently Asked Questions (FAQs)
Do recruiters make mistakes?
Yes, recruiters may commit mistakes at every step of the hiring process. There are effective solutions to eliminate such mistakes.
What are the common errors in recruitment?
Some of the common errors in recruitment are:
- An inaccurate job description
- Relying solely on qualifications/interviews to evaluate candidates
- Overlooking Internal Resourcing
- Losing Contact with Candidates
What are the common biases in recruitment and selection?
The common biases in recruitment and selection may include discriminating against candidates based on caste, creed, gender, age, etc.
How can recruiting problems be solved?
One way to have an effective recruitment solution is to use a recruitment management system like HireME.
What is an ideal recruitment process to avoid mistakes?
An ideal recruitment process to avoid mistakes is to opt for a one-stop solution software like HireME that will streamline your recruitment operations.