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Attract The Right Job Or Clientele:
Note: Our collaborative blog offers ideas, asks, ‘Are You Making These Recruitment Mistakes?’ and provides insights into improving the effort.
The importance begins with realizing that the goal is to retain good employees for the long term. Recruiting well employs better sales communication strategies that include building a unique brand, attracting interest, and engaging social media marketing efforts. Upon hiring the better candidates and using their talent in the best capacity possible, they will remain in your employ for the long term and positively add to your bottom line.
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Are You Making These Recruitment Mistakes?
Recruiting new staff members can be an expensive and time-consuming process, so it makes sense to do what you can to make sure you recruit the best possible person for the job. Thanks to pressure on budgets and time, it can be tempting to try and cut some corners when recruiting for new staff, but this doesn’t pay off in the long run. Here are some of the most common but easily avoided recruitment mistakes.
Not Asking The Right Interview Questions
With many organizations asking their employees to bring multiple skills to the table, it can be hard to prepare properly for interviews. Without proper preparation, the interviews often have to fall back on asking the same superficial questions about previous experience and not correctly getting to know a candidate to see how well they will do on the job. If you don’t prepare more detailed questions in advance, you will find it much harder to establish a level playing field for multiple interviewees and avoid bias. Working with a recruitment firm, like Engineer Rec, can help screen through the basics like qualifications so that you can focus on more critical questions.
Not Recruiting For A Cultural Fit
Businesses do best by not employing many people who appear to be the same and think the same way. However, any new additions to your team must fit in with your existing team members. Their personality has to mesh with your other employees, and they should have ethics and values that align with your organization’s mission.
Relying Solely On An Interview
Although an interview can be a very effective, if not one of the most effective, tools an employer has when recruiting, one does better not make hiring decisions solely on that. In fact, according to a study done by the Chally Group, an interview increases the chance of the best candidate by only 2%. Alongside your interview, it’s best to use other supporting materials when you shortlist your job candidates. The additional support may include:
- CVs
- Emails
- Cover letters
- References
- Personal recommendations
Further research includes reviewing the candidate’s web presence and social media profiles. Use everything you can to help you find the right person for the job.
Not Checking References
A surprising number of employers don’t bother to check references when looking for new employees, which can be a big mistake. Not taking the time to check references of someone you’re considering hiring gives some control to the candidate as they present themselves accurately or not.
‘Always check references in case of skeletons hiding in the candidate’s closet.
Automatically Rejecting Overqualified Candidates
When you start the process of screening candidate CVs, the temptation may arise to immediately reject the candidates appearing to be overqualified for the role. However, there are some real advantages to taking on someone with more experience and additional skills. Often the benefits can outweigh the downsides. Employers often reject overqualified candidates because they assume they will expect a higher salary than being offered or won’t stay in the job for very long. However, there can be real value in hiring a candidate who appears overqualified but is otherwise a good fit for your company.
Recycling Job Descriptions And Person Specifications
Reusing an old job description previously used to hire the person who is leaving might seem like an excellent way to save time, but it can backfire. Roles naturally grow and change over time, and the job description might now be out-of-date and translate to the fact that you aren’t hiring the right person. Recruiting is a good time to review a role, reshuffle some team responsibilities, or turn an overstretched job description into two jobs. Vague and out-of-date job descriptions make shortlisting hard work, as you will get a lot of unsuitable applicants.
Missing The Opportunity To Sell Your Organization
There are many job seekers around at the moment. It can be easy for an employer to assume that anyone will be grateful to work for them and that there’s no need to sell the role or the organization. In reality, there is much competition for the best candidates, especially in niche areas. Even if they don’t end up with the job, anyone who is interested enough in the role to interview with you could be a potential advocate for your business.
In summary, the role of a recruiter is to sell the desire to work for your organization, not just vet the candidates. Should you acknowledge making any of the above recruitment errors, consider the sales tips below to improve your effort along with employee retention.
For More Insights: Visit Elinor’s Amazon Author Page
“Communicate to Attract Interest”
Be A Story-Teller
As the CEO of Smooth Sale, after her near-death experience, Stutz adapted the motto, “Believe, Become, Empower.”Nice Girls DO Get the Sale is an International Best-Selling and Evergreen book – among the classics; HIRED! Helped many to secure the job they desired.
Related Blog Stories:
Sales Tips: per Are You Making These Recruitment Mistakes?
- Avoid asking age-old questions that have no bearing on today’s business.
- Inquire about the knowledge of new technology on the rise in your industry.
- In addition to asserted knowledge about the new technology, ask about their experience using it.
- Ask the candidate what they believe they need to learn to do an excellent job in the role.
- Verify the candidate’s answers with the expectations for the job.
- Compare the experiences stated on the resume with the confident communications you hear.
- Take notes in the candidate’s vocabulary to repeat back should you hear a contradiction.
- Consider whether the job applicant will add to the team’s collective experience.
- Adhering to these insights will help you avoid making these recruitment mistakes.
- Celebrate Success!
Today’s insights are provided to help you achieve the Smooth Sale!
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