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TOP 10 MISTAKES COMPANIES MAKE WHEN HIRING RECRUITERS
Recruitment is an extremely important process for any enterprise’s success. However, some companies do not understand it and make many unfortunate mistakes when hiring a recruiter. There are ten common mistakes that employers make in the recruitment process.
Not Providing A Complete Job Description
A proper job description is a crucial part of recruiting. With incomplete information from employers, recruitment agencies may wonder if they can meet the employer's requirement. A detailed job description will help you easily select the best candidates for the positions as you are sure the people applying have all the needed skills. If the job requires working in team, candidates with a stronger ability to work independently will be cleared out and vice versa.
For example, if the position is a PR staff member, candidates cannot be timid or the position is as a salesman, candidates must be dynamic and clever. Without a precise description, it would be difficult pulling the right caliber of candidate for the required position, and one would be wasting time looking for the right candidate in the list of unqualified applicants. An accurate and effective job description is essential and should provide complete details of the primary functions of the job, how the tasks will be carried out and the skills and qualifications required for that position.
Attaching Too Much Importance To Degrees
Do you know that presently in recruiting enthusiasm is more important than the candidate's degree? Many companies usually evaluate candidates by counting the number of degrees they have but, remember that some candidates who have a lot of degrees often lack real experience because they spend most of their time studying. Recruiters are experts in their field; However, sometimes, companies fail to trust their conclusions and instead call for applicants with many degrees.
Professional recruiters usually assess candidates through their achievements, rather than degrees. There are some situations, however, where requiring high specialties or numerous degrees play a very important role which show that candidates are qualified for the job requirements. It is essential to discuss with your recruiter beforehand and identify any specifications.
Not Screening Carefully
It would be foolish to think that all the information recruiters write in their portfolio is true. In order to check the recruiters' honesty before deciding to approach and appoint them, you can take various approaches: calling or writing to their previous clients, asking for their service delivery; or hiring another company to investigate them. All these actions help you easily evaluate recruiters in the most rapid and exact way.
Recruitment To Fill Vacancies
A staff member suddenly leaves a company. It means the company lacks a link of an operation chain that affects its performance. However, you should not be hasty to seek for a new member to replace them. Urgently recruited employees may not have enough skills that meet the job requirements. Spend more time in this process and seek as many candidates as possible to then actively select the most suitable option. In other words, it is important to be patient with your recruiter to get the best option.
Failure To Move Quickly Enough
Many companies do not show the required emphasis on moving the recruitment process along efficiently. Once the decision is made to hire a candidate, proper planning needs to be made, and the decision makers need to be available and complete the process efficiently.
By not maintaining the process, the company loses the top candidates by them losing interest or accepting a role with a competitor. For many hiring managers, recruitment is not their forte and many a times they would give priority to their work requirements over the recruitment process. Now, a really good consultancy plays a vital role in controlling the whole process and ensuring things happen in a timely and effective manner.
Market Rates
Good candidates are known for their worth in the market. Low paid offers will often switch off the interest of the good candidates who are based on professional respect and will show no response even if offered higher rate. Also, make sure that salary parameters are very clear before hiring process takes place. The candidate will show less interest if the salary bandwidth is lowered once they are engaged in the process. In the end,the recruiter will be blamed for not hiring the best candidate while the host company is actually the cause.
Focusing Only On Skills And Experience
Recruiters only measure or value previous job experiences rather than the actual potential or the capability of the candidate. To hit the ground running, for short-term projects, organizations need to hire the best person based on the capability and perfect fit, and then train the individual into the role.
Lack Of Patience
A recruiter who is focused will always demand a face-to-face interview. Job descriptions list the role and required competencies, but do not give the whole picture of the actual organizational challenges and exact roles. This is time-consuming and challenging not only for organizations to list the role with several different agencies but to request the resumes pertaining to the job description within very short span of time and conduct an interview. This leads to low engagement from the recruiters and dim approaches, which will likely provide a low result. Organizations hence wonder then why they don't get good service from any recruiters!
Reducing Recruiter Fees
Reducing recruiter fees will only lessen the motivation of a recruiter to spend their time, effort, and resources on the job. But organizations feel that by doing this they are getting a better deal. The reduction in fees for a recruiter, who is efficient and quick, would make it appear that you are a bit suspicious of their ability and you justify those fees. The old proverb of 'you always get what you paid for' is still very true.
Consistency
Some companies do not stop at one recruiter. They instead employ a new recruiter for every vacant position instead of staying consitent and invest the appropriate amount of time into the recruiting processes for the best results.
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