Stop Making Mistakes: Recruitment Techniques to Avoid

While it might technically be an employer’s market out there, that doesn’t mean recruiting is easier. Hiring managers are finding it takes longer to fill vacancies than it was years ago. Businesses can’t afford to hire the wrong person, let alone someone unqualified.

Recruitment techniques have evolved over the past decade as technology has grown. Improved data management and analytics have definitely provided some more insight into candidates. Rather than rely on technology as a crutch, recruitment principles are the key to better hires.

This list of common recruitment mistakes should help you perfect your recruitment techniques in the future. Are you guilty of falling into any of these?

Relying on the Interview

This might sound blasphemous to some older businesses out there, but hear us out. The interview isn’t the most important component of recruitment techniques. It’s a great way to feel a person out, but not a great litmus test of their talents.

Just think of all the interview formalities and accepted presentations that virtually everyone knows about. You’re not going to get the most accurate portrayals of employees out of an interview. Yeah, you’ll be able to weed out those who are unprepared or unprofessional sometimes, but that’s it.

Just go into the interview with the expectation that first impressions are sometimes bad. The best candidate might be so nervous they come off as incompetent. The worst candidate might be the greatest salesman but fall apart when hired.

Matching Your Personality

Recruitment techniques often fall by the wayside when recruiters meet someone they like. What this means is that personal connections can blur judgment. Someone who thinks like you, might be your worst partner.

If you’re looking for employees that will take your company to the next level, think outside the box. This means looking for those who may have opposite personalities but offer fresh takes. Take a chance on the guy who seems reserved, but enthusiastic about your company.

A personality clash may not mean a red flag. One day, that employee might prevent you from a rash decision and save you big money.

Training as a Crutch

You should be more selective in your recruitment techniques. Hiring those who are under-skilled, but willing to learn is fine. Just know that you are taking a risk and committing more resources to this employee.

This works out great for you if you know this new hire will provide tremendous value in the future. If you know you’re getting a healthy source of applicants, however, patience might be better. Waiting for more qualified candidates can be the smarter business move.

Everyone learns at a different pace, too, so you have to prepare for the unknown. Short-term hires are especially frustrating when it comes to training. You want someone to hit the floor running? Prioritize experience, then work on any weaknesses later.

Let’s Talk Diversity

Don’t dodge this gaping hole in the business world of recruiting. Hiring women and people of color should take some level of precedent. The last thing you want is to have your business on the list of homogenized payroll.

No, we don’t mean just hiring diverse janitors and service workers, either. Basically, your recruitment techniques should reflect your commitment to diversity. Advertise your equal opportunity, discrimination-free applications.

You leave off questions that may identify applicants with certain demographics. By showing you favor talent and qualifications over identity, you attract the best. The results of a diverse workplace reflect in productivity and branding. Different backgrounds bring different ideas and creative solutions.

You can humble-brag your way into the spotlight and create a strong bond with the public. Customers are more likely to do business with diverse companies than not. This is especially true if you’re in the tech space or luxury retail.

Neglecting Workplace Chemistry

The perfect candidate on paper might have a ton of relevant work experience but perform poorly for you. This could be because they don’t have any connection with co-workers. If you’re going to hire someone, don’t forget to allow your staff to meet them first.

During this courtesy tour of the workplace, you and the staff can observe their interactions. There are a number of candidate habits to look for while observing their orientation. Continue to monitor how well they fit into their position after hiring.

This can help prevent some unnecessary pain and wasted resources if a hire turns out to be a bad fit. Maybe they are a great worker, but that doesn’t mean your team is for them.

Using the Wrong Recruitment Tools

Relying only on career recruiting services is a common mistake. Sure, it makes recruitment techniques more straight-forward, but at what cost? Being able to control how you reach out to candidates is how you measure success.

Cold email outreach tools are an excellent way to increase reach and simplify the process. Just think of how much time is consumed by recruiters sifting through hundreds of emails and applications. With software that lets you look at leads and replies at a glance, fewer mistakes happen.

It’s one thing to sort applicants or replies based on their qualifications. It’s a big deal to miss opportunities from a lack of outreach. The best recruitment techniques rest on being proactive.

Not Knowing Why They Left

Before you put aside your budget for recruitment, take a moment to look back. If you just lost an employee, was their reason valid? What we mean by that, is the reason they gave you the real reason they left?

Anyone can give the “moving to greener pastures” line when quitting, but find out what motivated them to leave. This involves doing a little investigative work around the workplace. Interview their coworkers, reexamine their performance on the job, and find any trends.

If you can spot a flaw in your company culture, compensation, or benefits package, try to correct it before your next hire. If you do, go out of your way to advertise said corrections. People want to get behind a company that listens, admits mistakes, and fixes them.

Going through the motions when recruiting can leave a lot of opportunity for growth out. This puts your company at risk of fizzling out and blending into the background.

Fudging the Job Details

Don’t fall into the trap of glamorizing or misrepresenting job roles. You may get them in the door, but for how long? You break the news to your new hire that, yes, they do have additional duties.

You left those duties out in the job description. Maybe you just downplayed them, but you still did yourself no favors here. We know it’s a common trend in recruitment techniques to sugarcoat things about lower-ranking jobs.

Sometimes this works out and you get more bang for your buck, so to speak. If your hire leaves after they finish training, it might be due to sticker-shock. That’s like taking a nice car for a test drive, then getting hit with the actual price tag.

Recruiters ask candidates to be honest, the same should be expected of them.

Overlooking Internal Candidates

Owners and hiring managers all focus on expediting the hiring process. If a current employee is interested in the position but lacks qualifications, they can be overlooked. It just looks like too much of a risk to put someone at the helm of a job they’ve never done.

That’s a common assumption, of course. The truth is that many internal candidates bring value that many applicants don’t. For one, they have an already established report and history.

If they’ve worked beside the position that is vacant, they might have enough experience and confidence already. Don’t underestimate the power of passionate work. Even if mistakes are made by them, they can create very solid value.

Building a strong recruitment database is, of course, important. A lot of time and money can be saved if you hire within. Plus, there’s a possibility of losing a motivated worker if they really feel they’re ready for a promotion.

Tact and empathy are two of the most underrated recruitment techniques.

Think Outside the Ads

Just because you can get hundreds of replies from employment ads online, doesn’t mean it has to be your only source. Cold emailing and proactive recruiting are important recruitment techniques. You could be missing out on enthusiastic, young talent that is unhappy elsewhere.

There’s nothing sweeter than stealing a member from the other team, as well. Message these candidates and sell them on why you should work for your company. Everyone wins here, they get a better job, you get a well-qualified employee.

Not Just LinkedIn

Job recruiters love LinkedIn for sourcing high-quality candidates. It really is a great platform, but it isn’t the only one. Social media platforms, such as Twitter and Facebook, have a lot of missed potential.

From Facebook Groups to Twitter hashtags, there are some good ways to reach job seekers on social media. It’s also a great way to get some pre-interview questioning done. A few posts or tweets later, you may have just found your next employee.

This is a goldmine for finding young, motivated, and talented Millennials. A good way to fill a space is with a younger hire filled with ambition. This doubles as an excellent marketing technique, too.

You’ll gain shares, likes, and more social signals from just actively recruiting on social media. News articles may even pick it up if you have a story behind the company to accompany it. Go viral in the best way.

Testing Personalities

If you’re one of those companies that make employees fill out one of those long personality surveys: stop it. Personality tests are for Scientology, not a workplace with tons of variables. This goes back to the point about workplace chemistry; it’s difficult to gauge.

It doesn’t help that most people just lie on them or choose what is preferred. Are you really going to leave the best-qualified candidate on the table over interpretation? Try taking one for yourself and see what it says about you, then get back to us.

You’ll probably laugh or be shocked by the conclusions drawn by rigid social cues.

Be Yourself, Be Your Brand

Just like marketing for your customer base, your recruitment techniques should center on authenticity. Represent your brand with personality, not just professionalism. If you want to attract the best candidates, make it accessible.

When you’re holding interviews for a position, make the atmosphere conducive to your brand. Don’t host your candidates in a windowless room if you’re hiring for a hospitality position. You can’t really go wrong with a cafe or casual diner for most positions.

Distractions can play a part in how well your recruitment techniques work, as well. Ideally, a private spot in a public place is what you should shoot for.

Complimentary Recruitment Techniques

If you can avoid all these common mistakes with recruitment techniques, you’re giving your recruiting a fighting chance. There is no perfect formula for producing the perfect hire, of course. Being adaptable and flexible is important for analyzing and challenging candidates.

A smart recruiter will use every tool available to them while staying grounded and approachable. If you go through applicants like a machine, you may produce a robot. On paper, they have the best qualifications, but in the wild they may fail to deliver.

If you are looking for more helpful information and guides like this one, stay locked into our blog. You’ll find more management tips, industry trends, and recruiting techniques released daily.

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