Hiring for a job can be as tricky as acing an interview for a job. Let’s face it, getting the perfect talent – boasting of the required education, with minimum work experience and possessing the appropriate skills for the job – is easier said than done. In hindsight, when you’re a recruiter the stakes are much higher when it comes to getting the right person for the job. At the end of the day it’s your decision, based on one or two meetings, which could either boost the company’s growth or lead to losses.
Thanks to the economic crunch, the number of potential candidates trumps the number of jobs available in the market, making your job as a recruiter more difficult. According to Harvard Business Review, 80% of the time wrong candidates are selected as a direct result of poor hiring skills. Replacing that candidate is not only a waste of time but also a waste of company’s money.
In this age, when the traditional interviewing process is being replaced with personality tests and other measures to gauge talent – here are some common mistakes made in the talent sourcing process along with pointers on how to avoid making them:
While resumes are probably the first and vital piece of information for a recruiter, it can’t be the only reference point. Over-analyzing resumes can cloud your judgment when it comes to hiring the right candidate. A good recruiter also makes it a point to call the candidates’ listed references and social media presence to make sure he or she is a good fit for the job profile.
If you’re looking to interview the right candidates, stop performing generic searches online as it will only result in an unwanted pool of applicants for you to go through. The use of exact keywords could make your life much easier.
Many recruiters will tell you they tend to remove candidates from the list for being either over or under-qualified. But keeping an open mind can only benefit you. There are several cases across the world where the perfect candidate turned out to be someone who was either over-qualified or new in the industry.
Recruiters have a favorite job board, especially if he or she has previously selected some good candidates from there. But sticking to just one job board, when there are several other places you can be looking for candidates online, is simply limiting your reach towards potential candidates for the job. And just because it worked before doesn’t really mean it will work again.
As a recruiter it’s your job to make sure you have a proper descriptor explaining the particular job. A vague job description will only confuse the candidate and also attract random applicants not fit for the profile.
There’s nothing wrong in listening to your gut feeling about a candidate. But more often than not, you might find yourself overlooking the facts, and that doesn’t always bode well.
The job market is still recovering and several applications you may receive will be from candidates who are unemployed at the moment. But that shouldn’t hinder you from checking out their profile. After all, a resume won’t tell you the reason why this candidate is currently not employed. He/she could turn out to be extremely talented and unemployed because of various reasons not pertaining to his skills or caliber.
While it’s important to write direct, to-the-point job descriptions, make sure you introduce some flexibility in the job profile. Good candidates are usually put off by a job offer that appears limited in scope, as they fear they may not be challenged, or have the freedom to show their real value.
The answer to the question will give you a general idea of the interviewee’s achievements, which you can already see on their resumes. Instead, ask direct questions pertaining to the job, and see if the person possesses any skills that fit with the needed profile.
Often recruiters jump to hire someone in a hurry to fill a post. While doing so they only tick the experience and achievement boxes. Nobody is denying the fact that experience and achievement are the two most important criteria for choosing an applicant. But knowing whether the candidate will fit into your organization’s culture is equally important.