Recruiting new employees is an important process for companies because it helps find the most qualified people to fill vacant positions. However, many recruiters make mistakes in hiring and as a result, the best candidate is not always the winner.
Whether a recruiter is new or experienced, he or she can make a mistake during the recruitment process. Some mistakes are more serious and have a greater impact than others. Find some examples :
Not specifying all the requirements of the position to be filled:
In order to have a clear description of the position to be filled, it is important to define the main responsibilities, the required skills, and the requirements of the position. You may also want to include details about the benefits and professional development opportunities offered by the position.
Don’t hesitate to consult with current employees or employees who have previously held the position to get a clear picture of the day-to-day assignments. It is also important to check market standards and expectations for equivalent positions to ensure that the description is in line with trends.
Failing to properly assess the candidate’s skills:
Many recruiters embark on a recruiting assignment without having all the tools necessary for the process, and therefore, properly assessing a candidate’s skills becomes complicated.
In addition to the classic interview, it is possible to evaluate skills through other techniques:
- Skills tests: These tests can be used to assess technical and basic skills, such as proficiency in certain computer software.
- Professional references: Professional references should not be overlooked. One of the surest ways to assess a person’s skills is to check with his or her former team.
- Case studies: These can be used to assess the analytical and problem-solving skills of candidates. Some industries require this type of testing (Accounting, Finance, etc).
Not ensuring a good fit for new hires:
There are several things recruiters can do to ensure a smooth onboarding for new hires such as scheduling an orientation period, hosting an event with team members or assigning a mentor who can answer the new hire’s questions and provide guidance.
When you recruit a new person, it has a direct impact on the atmosphere and dynamics of the team. It is therefore necessary to consider personal skills in addition to professional skills.