Recruiting Mistakes You Can Avoid

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Recruiting Mistakes You Can Avoid

I am sharing some tips on the recruiting mistakes I have come across in my research the past few months. Some of these are simply no brainers and I am positive there are more items we could add to this list. These are some issues I have had people ask me about and discussed in social settings. Someone once said to me, “there are no wrong interview questions”, and I had to turn to them and say “That, my friend is simply not true”.

That brings us to some of the failures that recruiters have run into while trying to find the right person or people for their organization.

Not being organized:

By not having a clear vision for your company, it can be hard for a future employee to grasp your concept and even difficult for them to want to join a place that is not clear about what they want and what they need for the future. It may say to them that they also do not have to be organized if they decide to take your offer.

Not having a clear job posting:

This is a big one which we will discuss in depth in future articles, yet it’s pretty simple. If you do not have a clear outline in your posting, then you will not be able to collect the pool of candidates you would like to interview.

Not providing feedback:

One issue is not providing feedback to your interviewees because of the legal implication it might have. I think it is important to give a little feedback. It can be as simple as saying: “I think this interview went well. We are seeing several other candidates and I hope you make it to the next step in the process.”

If the person scored high enough it would be good to keep their resume in your files in case a spot opens up for them in your company. It is okay to tell them that as well. You can also take an extra step and keep in touch with those candidates on a regular basis.

Hiring you on the spot without checking references:

I think this would speak for itself. Even those candidates that seem over the moon perfect for you still need to have their references checked. It is a good practice for you as the interviewer and it also keeps things consistent. It shows everyone they have a fair shot and there is no special treatment.

Communication with you is unprofessional or disrespectful:

This is pretty self-explanatory. Go by the golden rule your parents taught you. Treat others as you would want to be treated. Notice if during the interview process the interviewer or interviewee has some choice words to say about:

  • past or present employees,
  • past or present employers, or
  • their language is unprofessional.

Any of these would indicate a red flag in my books.

Research Research Research

Once you have narrowed down those candidates who have scored high on cover letter, resume, and interview, then it is time to do some research on them.

With the various social media outlets, it is easy to find a person online and see what kind of person they want to display to the world. There is nothing wrong with doing your own research on candidates. In fact, this has now become a trend in the recruitment/hiring process. It may even weed out those Oscar-winning interviewees that know just what to say to get in the door.

As I mentioned before, there are many things we could add to this list. I feel these issues are not always covered or thought about after the fact.


Robyn McKee is an Associate at Michelle Hamelin Consulting


By |2018-12-11T04:11:32+00:00April 25th, 2016|human resources, recruiting|0 Comments

About the Author:

Michelle Hamelin provides business consulting and coaching services, working primarily with owners of small businesses. I am a planner by nature, which means I work with you to gather facts, analyze the work, and then help you create a plan to get to your goals.

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