5 Fatal Recruiting Mistakes

Short cuts don’t work when hiring people. Cut a corner and you may end up with a big mistake. Invest adequate time to conduct a thorough hiring process in order to avoid paying the high cost of turnover that affects not only your time, but also your company’s productivity. Let’s face it, bad hires drain us.

Increase your odds of making a good hire by avoiding the following mishaps.

1. Failure to define the position: If you don’t know what needs to be accomplished, how are you going to find the right person to do it?

• Identify the top 4-5 key job responsibilities that are most essential to the position. Ask yourself, “What do you want the person to do and what skills, behaviors or experience do they need to have to be successful at doing these tasks.”
• Set clear performance metrics to measure the employee’s success. Ask yourself, “How will I know if the individual has accomplished the key job responsibilities?”

2. Failure to write a compelling job ad: Candidates like to envision themselves in the job. Write the job posting from the perspective of “What’s in it for them?” Postings that attract top performers effectively answer the following questions:

• What will I do?
• Whom will I work with”
• What will I learn?
• What will I accomplish?
• What will I earn?

3. Failure to source wide and deep: An effective search strategy includes a robust job board strategy and direct recruiting of passive candidates.

• Post on multiple job boards with keyword optimization.
• Effectively implement pay/click strategies.
• Research employed (passive) candidates
• Conduct multiple outreaches to targeted candidates.

4. Failure to screen candidates thoroughly.

Make educated hiring decisions by digging deep with thorough evaluations. And objective opinions from an outside advisor can help you avoid hiring based on the “likeability” factor.

• Conduct prescreen online questionnaires, phone interviews and office interviews.
• Check references and run background check
• Perform behavioral assessments.

5. Failure to treat candidates as customers.

First impressions are important. A relationship begins the first time an employee communicates with your company as an applicant.

• Respond promptly to candidate inquiries.
• Don’t oversell the position or the company. 
• Communicate desired job performance objectives.

If you have a hiring need, give us a call at 317-578-1310 for a complimentary discussion on strategies to effectively recruit top performing talent.

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