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 :)
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