1. Not defining the job
Rather than describing the job, most hiring managers focus too much on describing their ideal candidate. By not clarifying the role, you will spend more time trying to filter out the unqualified candidates. Including the responsibilities of the job will also give candidates an idea of what is expected of them. Also highlight how the candidate will be able to grow in the role and in the company. This will attract the top tier of talent, as these are often the candidates who are looking to learn and grow in a new position.
2. Disregarding the reference check
Often, hiring managers disregard reference checks. There is an assumption that they’re going to receive positive feedback, otherwise the candidate wouldn’t have given them the contact. But you can learn a lot from a quick call to a candidate’s previous company. In addition to asking about a candidate’s skills, strengths, and weaknesses, try including these questions when conducting your reference check:
Ask questions that are not only related to aptitude but also attitude. After the reference check, don’t forget to review the candidate’s answers in their interview and check if they match.
3. Hiring based on the candidate’s presentation
Employers and hiring managers are guilty of hiring based on personality instead of skills and experience. Most candidates are hired based on their performance during the interview. By putting too much value on a candidate’s presentation, you’re missing out on qualified individuals that are best suited for the job. You must understand that not all candidates are good speakers. So, unless the job requires strong communication skills, don’t hire solely based on presentation and performance.
4. Forgetting about company culture
Company culture has become a major contributing factor when it comes to accepting or declining a job offer. Why? Money can’t buy happiness and more employees are beginning to see the benefits of working for company that has good benefits and a healthy working environment. When a candidate comes in for an interview, highlight the benefits that your company offers and talk a bit about your company culture.
5. Excluding the team
No hiring manager should be handling the whole process by themselves. The recruitment process should be a team effort. You’re looking for a new addition to the team, so other members should have a say in the final decision. By including the team in the process, you’ll get different insights that could be beneficial to finding the perfect candidate.
6. Using traditional recruiting methods
Hiring is a time-consuming process, and, unfortunately, most recruiters stick to what they know. If you want to increase the size of your candidate pool, do away with the traditional process of simple job postings and waiting for candidates to come to you. Oftentimes, the ideal candidate will be a passive candidate. Most top performers are content in their current jobs, and are not actively checking job boards or seeking a new career. Source passive candidates and be prepared to explain to them why they should make the career change.