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Avoiding Common Recruitment Mistakes

From the way you advertise a job vacancy to the interview and candidate selection process, there are many best practices which allow us to ensure recruitment policies achieve our objectives. However, there are also plenty of pitfalls to avoid along the way, and steering clear of the common recruitment mistakes outlined below can help you keep on track when it comes to finding new employees:

 

Ignoring the power within

Before you begin the recruitment process, are you sure that you couldn't move an existing employee into the role? While they might not have direct experience of a position, with the right guidance and training, you could end up with a more effective team member than one sourced externally. That's because an existing employee is more likely to understand the processes of your organisation, as well as your overall business objectives and values. This is especially true when it comes to Senior roles. It is often better to move an existing employee up and to recruit instead for the role that they leave behind.

Waiting for the perfect candidate

Don't leave your organisation understaffed by waiting for your idea of the perfect employee - they might never appear! You can put extra strain on your existing team by leaving them to carry an extra workload while you search high and low for an individual who might not even exist. Sometimes we can let too big a wish-list prevent us from hiring a person who could be fantastic for the job.

Conducting a 1 Stage Interview process

If you are conducting only one interview you may be missing a trick. Often candidates can be nervous in the first stage interview and not comes across at their best even if they are right for the job. If someone is great on paper but comes across nervous at interview it may be worth giving them a chance at a second interview before dismissing them from the process- you may just be surprised upon meeting them again.

Employing someone just because you like them

If someone comes across great at first stage interview and you really like them, resist offering them the job straight away and ask them to come in for a 2nd stage interview. Give yourself another chance to assess their skills and suitability for the role as well as their personality to ensure that you are making the right decision. If time will not allow it at least ensure that you sleep on it before offering the role- for your piece of mind if nothing else!  

For more information on what you can do to avoid an unsuccessful recruitment process please feel free to contact me.
Remember- our people are the lifeblood of our business; choose them wisely and treat them well :)

For help with your recruitment, retention or any other related issues please contact Lyndsey on 07793124005 or email 

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What our clients say

  • As with any business the right staff will make or break it, so recruiting the right people is vital. We met with a number of recruitment companies including Lyndsey who had been recommended to us via a Business Management Consultant. It became very apparent early on that Lyndsey was much more meticulous than her competitors. She made a point of delving deep into our company, the new position, the existing team and the environment into which the new starter would be coming into. We have recently awarded the position to an individual we believe to be a great asset to the company.

    Paul - HSSports
  • In my recent career search, I have had the unfortunate experience of dealing with recruitment companies who treat the candidates like second class citizens, never returning a call or email and even worse not knowing their client, how their business works and which transferable skills they are looking for. From the moment I applied for this position Lyndsey exceeded all my expectations, it wasn't a case of sending my CV straight to the client, I received an email explaining when she would be in touch to discuss my application and actually called me to do this. Lyndsey made the whole process very clear and amazed me with her knowledge and passion for her client when we met to see if I would fit in with her clients culture. This passion she demonstrated was infectious and I was delighted to meet the client and accepted the position.

    Chris Austin - Stoke-on-Trent
  • We have recently worked with Lyndsey for the first time and the experience has been exemplery. From understanding our brief, through candidate selection and reccomendation and on to offer and employment, Lyndsey has been exceptional. Her communication has been faultless. Lyndsey has helped us recruit a fantastic Business Development Manager who is an amazing fit for our business. We are now looking at who else she can recruit for us.

    David, Home Instead (Stockport)
  • Exceptional Service and Dedication. MCS are very efficient and provide exceptional service. Lyndsey is friendly, approachable, helpful, knowledgeable and understanding. She demonstrates professionalism and passion in her work. I appreciate her quick response, efficiency and prompt follow-up to my requests. She always takes time to fully brief herself on our vacancies, putting forward only those candidates who closely match our requirements. I have no hesitation in recommending Meredith Recruitment Consultancy for their excellent, cost effective service.

    Beth - LEDVANCE