Do You Make These 7 Common Recruiting Mistakes?

All too often when companies are seeking new employees, or even a single new hire, decision makers can be swept away by their sense of urgency and find themselves making the following common mistakes. Sometimes, it’s not even being in a rush—perhaps your hiring process simply leaves something to be desired.

These seven common missteps can throw a serious wrench in successful team building. Here’s how to avoid them.

1. Overlooking the Overqualified Candidate

The threat of the overqualified candidate has, perhaps, been overstated. Of course, there are risks associated with hiring someone whose resume outshines the requirements for the position currently on offer.

However, instead of immediately dismissing candidates who are overqualified, think abut how the new employee might fit in in the bigger picture. If the position in question has room to evolve, or if you promote from within, snapping that candidate up might be a great move.

2. Hiring Candidates by Consensus’

Having a great team collaborate on the hiring process is one thing, but having the final decision made by consensus can have its pitfalls. Hiring the candidate that’s most popular might result in overlooking more qualified candidates.

There’s also the risk of having to compromise to the point where no one is particularly pleased with the choice—leading to lukewarm hiring decisions that don’t represent the best your recruiter has to offer.

3. Not Offering Competitive Compensation

Generally speaking, the job search market it skewed toward employers, for now. But to believe that means you don’t have to compensate a new employee competitively is a major pitfall. The absolute best candidates are going to have competitive offers.

If you set the bar too low in terms of compensation, the best candidates are likely to skip sending in a resume at all. You’re doing yourself a serious disservice by unfairly low-balling to cut costs (and you may end up spending more in the long run, with less competent candidates).

4. Being Too Strict About Candidate Qualifications

There’s a fine line to be walked in terms of determining what qualifications are absolutely required for a new hire. The best candidate may not be one that has every software certification that you’d like the new hire to have, but on the job training and continued education can transform a seemingly under-qualified candidate in to the pick of the pack.

When you write your ads, consider what is absolutely necessary for day one, and be prepared to be flexible when it comes to those qualifications that could be developed on the job by the right candidate.

5. Cookie-Cutter Candidates

There’s a great deal to be said for hiring candidates that click with your company culture. But there’s also something to be said for bringing in fresh perspectives and new ideas. While you want candidates that are compatible with your organizational culture, you don’t want your teams to be echo chambers, either.

Don’t immediately dismiss a potential new hire simply because they have a different approach than what you’ve grown accustomed to.

6. Underestimating the Importance of Marketing Strategy

Getting the best candidates for the job interested means getting the news of your opening to them to begin with. Using the right tools to make sure that your new positions are being effectively marketed is critical.

Our Guide to Recruitment and Applicant Tracking Software Solutions is a great place to start comparing products from the top vendors in this burgeoning field, to find the tool that not only helps you properly distribute and market your openings, but also helps you sort, track, and communicate with potential candidates in an efficient, effective manner.

7. Overestimating First Impression Importance

You never get a second chance to make a first impression, and first impression bias is a well-known phenomenon that affects many different aspects of every day life. Recruiters and hiring teams are no less susceptible to this particular bias.

Look beyond your immediate reaction to a candidate—because, after all, their immediate reaction to you might be coloring their presentation, as well. Looking at the facts and delving deeper into a candidate’s strengths and weaknesses, and giving them the opportunity to put their best foot forward is very important.

The importance of perfecting your hiring process can’t be overstated. With the right tools, and a conscious decision to minimize mistakes, however, you’ll be able to continually improve your prospects and results.