The ultimate goal of the recruiting process is to hire competent employees who can contribute to the growth of an organisation. However, the hiring process is not limited to interviews and getting employees on board. Recruitment is a time-consuming and an expensive procedure. It starts when the need for staffing arises, which demands posting job advertisements to invite qualified applicants, conducting interviews, screening employees, and ultimately ends with completing the hiring formalities. Whether you get a quality hire or a subpar one depends on the efficiency of your recruitment process. Knowing and avoiding these common recruiting mistakes will allow you to hire the best candidates.

1.    Providing an Inaccurate Job Description

An inadequate job description in advertisements fails to attract good candidates and also wastes your time in going through unqualified applications. Describing the job accurately and effectively is vital for attracting candidates with the qualities and caliber you are looking for. A good job description is more than a simple list of duties. Along with primary functions, skills, and the qualifications required, you must describe the key responsibilities, the way they must be carried out, along with the overall purpose of the role. Make sure you do not overdo the description either, or it will leave employees with false hopes and you with a bad reputation.

2.    Relying only on Interviews for Hiring

It is common for candidates to say or do anything to get the job. They may oversell themselves and pretend to have skills that later turn out to be untrue. While interviews are a part of the recruitment process, relying on those alone will not allow you to know a candidate’s true potential. Consider giving them a test to find out their suitability for the job.

3.    Either Waiting for the Ideal Candidate or Rushing the Process

Recruiters often wait to catch the ‘purple squirrel’, which is a term used to define perfect candidates, whose qualifications and caliber match the role exactly. In their wait for such candidates, most organisations lose out on potential talent. On the other hand, there are those recruiters who rush the process by hiring just anyone. While the perfect candidate may not exist, you must take your time to hire someone who meets most of your requirements and fits in the office culture.

4.    An Incompetent and Slow Recruitment Process

Many organisations take time in deciding and hiring employees. By delaying the decision making and hiring process, you risk losing talented candidates, who lose interest along the way or accept a role offered by a competitor. While it is vital not to rush the process once the decision is made, you need to make sure the hiring process moves swiftly and efficiently.

5.    Failure to Offer a Competitive Package

Candidates are generally aware of their own worth. Failure to pay them accordingly often leads them to lose interest and not accept the offer in spite of negotiations. It is best to review your salary structure by comparing it with industry benchmarks. If you cannot provide a high salary, you can compensate it with indirect benefits like health insurance, retirement plans, telecommuting, etc.

6.    Skipping the Employee Screening Process

Embellished resumes are a common scene. Failing to screen resumes and check references is the biggest mistake recruiters make. As per our research, 17% of resumes have fake and misleading information . Background screening is a vital step that helps you reduce the risk of a bad hire. Be sure to re-check every detail mentioned by the candidate to ensure you are hiring the right one. You can opt to outsource background screening to reduce costs and improve hires.

If you feel you have a bunch of incompetent employees, go back to scanning your recruitment process to check for these common recruiting mistakes. Avoiding these common recruiting mistakes by implementing a comprehensive employee screening process, will ensure you hire the best!

You can hyperlink this part of the sentence to this blog – (Feb 07. 13.5% resumes with fake salaries – Verify before you hire), once it is uploaded on the website.