Building a successful company is like a complex mechanism and is based, among many other things, on hiring the right people. People are one of the most valuable resources that make things work well when there is a balance based on the harmony of the team members and when they manage to complete their tasks and reach their pre-established targets. Therefore, recruitment needs to be successful, in order to find and convince the best candidates to join the company.
However, employers make mistakes sometimes when it comes to recruiting, not because of lack of professionalism, but because recruiters lose sight of some aspects while others are neglected or underestimated. Unfortunately, the decision to hire an inappropriate person for a particular role can have a pretty strong impact on the organization. When such cases reappear, in the long run, they can involve high costs for the company, as it represents a reflection of the people who work within it.
Unnecessary Employment and the Lack of a Clear Job Description
Although it may seem hard to believe, there are companies, especially when referring to the largest ones, who have generous budgets and hire for projects that do not necessarily require full-time positions. Instead of investing in training and professional development programs for existing employees, they prefer to open new positions. In fact, the efficiency of the business does not always originate from a larger number of employees, but from the productivity, talent, dedication and experience of the people within the teams.
Another quite common mistake in recruitment is the lack of a clear description of the position being opened. First of all, recruiters have to define the profile of the right candidate based on the job description and specify the level of experience they are looking for in the job ad, so that they won’t find themselves in the situation when either under-qualified or over-qualified persons will apply. If an inappropriate candidate passes through all the recruitment and selection filters and reaches a position for which he/she is not enough qualified, the impact on the employer may be quite high regarding both image and money.
Limited Recruiters and the Reluctance to New Technologies
Also, because they want to save time, employers reach a limited number of types of candidates hoping that this way they will be able to find the right candidate quicker. Unfortunately, this does not guarantee fast success. On the contrary, if there is a single channel to promote the ad, such as a newspaper or a job site, there will be no diversity when it comes to applicants. Thus, it is recommended to resort to all the methods that could attract new talents such as social networks, databases, job fairs, or the presence on a larger number of platforms with job ads.
In strict relation with the aforementioned aspect, there is also the reluctance to new technologies, an attitude that some employers choose to adopt, but which does not give them the benefits that this open-mindedness can bring. Databases, online applications, Skype interviews, or short phone interviews can bring many benefits, one of the most obvious being the fact they will save time. For example, a phone interview may relieve a recruiter from taking some steps in the recruitment process, such as setting up a face-to-face meeting. During the telephone interview, certain important aspects of the job can be validated by the candidate (the foreign languages he speaks or the use of some job-specific software) as well as other important aspects both for the candidate and for the company (salary expectations , Work schedule, location of the office, etc.).
Too Many Interviewers, Too Much Talk, and Too Little Attention Paid to the Candidate
Just as when more cooks take part in the preparation of food and things can go wrong, so it is the case of candidates who have to go through the interview with too many people before hiring. When more people have something to say or to agree on the choice of a candidate, it may be harder to reach a consensus, because each of them can have different expectations from the candidate. In addition, the candidate may lose interest during these stages or can even be recruited by another company.
At the same time, when attending a job interview, many candidates expect to be listened, not just to listen to what the person talking about the position has to say. That is why it is advisable to give the candidates the opportunity to talk about their experience and to convince that it is worth accepting them for the opened position. Moreover, too many details provided at an interview can overwhelm candidates or leave the impression that the job is more complex than it really is.
Conclusions
Running a well-designed recruiting process for the profile you are looking for and for the available job make the recruitment experience a good one for the candidate as well as for the recruiter. Beyond this, candidates will know that they have discussed with professionals and will evaluate the company in terms of their recruiting experience. Thus, if the impression with which the candidate remains is a good one, the employer has only benefits in terms of "employer branding", for which more and more companies employ dedicated specialists. However, sometimes it is enough for those who go to the interviews of the employing company to have a pleasant experience, whether they get the job they want or not.