After my cheeky blog post yesterday about Why Recruitment Has a Bad Name, today we have a slightly more serious blog written for us by Jan Vespremi.
Every year, an enormous amount of companies lose an enormous amount of money, which is directly or indirectly related to negative practices and foolish mistakes made by company recruiters.
Be sure that you avoid practicing these not-so-subtle and potentially destructive recruiting errors.
1. Hiring Candidates Based on Presentation, not Skill set
This happens all the time. Today, the crux of training and education for the cream of the business worker crop tends to focus on presentation and making oneself the most attractive candidate possible. Sure, a potential hire killed the interview – but can they do the job?
This is especially prevalent in areas like healthcare and other technical fields. Instead of prying into exactly what certifications and training applicants may have, recruiters make a huge choice based on personality, wit, and charm. While these are important and necessary, recruiters are doing their recruits a disservice; instead of recommending applicants to get technical certification in specific fields like diagnostic medical sonography, they’re hiring them based on their bedside manner.
2. Ignoring Older and/or Homely Applicants
There’s no easy way to say this, but companies tend to like to hire younger, prettier people, for whatever the reason.
However, many companies find the best work ethic and job focus in older applicants, who aren’t as preoccupied with what suit they wear to an interview or making sure their hair is perfect every day at the office. Don’t miss out on an outstandingly productive team player just because they might not make America’s Next Top Model.
3. Trying to Make Quasi-Nepotism Work
It rarely does.
It’s funny how it seems like most jobs today are only available through “connections” or “knowing someone” (oftentimes, a family member/close friend) when many of the connections current employees have aren’t always a good fit for the company.
Just because your coworker’s nephew or boss’ cousin’s child is looking for a job doesn’t necessarily mean they’re worth putting through your usual interview process, which as you know can take hours of personal research, timely interviews, and substantial effort for both parties.
Why spend hours of unnecessary work on a candidate who qualifies far below the average candidate just because they know someone in the company? Beware quasi-nepotism.
4. Sloppy Description, Sloppy Applicants
For a large number of company recruiters, creating the job description is part of the recruitment process. Many recruiters don’t realize how crucial this step is. If the job listed seems boring, unimportant, vague, or basic, don’t be surprised at the sea of applicants who might have some similar traits.
Top recruits will see an ambiguous description or a typo and instantly move on. You’re letting some of the top candidates slip through your fingers because you’re not giving them what they’re most attracted to – an interesting, high-paying, specific job.
It takes a lot to be an outstanding recruiter. That’s why a large majority of recruiters continue to make these basic mistakes and perpetuate long interviews with under qualified candidates. The sharper you are, the sharper your company is. The sharper your company, the sharper your applicants.
