the Recruiting a new member of staff is costly and time-consuming activity, so it is worth it to be sure to receive the ideal person possible.  Pressures on time and budgets imply it may be tempting for businesses to cut corners when recruitment, but this seldom pays off in the long term.  Below are a few of the very common (and quite easily averted ) recruiting mistakes.

1.   Not asking the proper interview questions-the most popular recruiting mistake

This usually means that interviewers may wind up merely asking shallow questions about the experience instead of probing a candidate to observe just how they will do at work.  Not planning detailed questions ahead of time makes it much more challenging to set a level playing field for numerous interviewees and prevent prejudice.

2.   Not taking into consideration a cultural match

It is important that new employees must match with other people working in an organization, and it is crucial they have similar ethics and values. Recruiters and hiring managers should evaluate the potential candidates’ values and beliefs. Good practise is to put in place proper personality tests and deep interview questions evaluating candidate’s values. This is recruiting mistake no 2 on our list.

3.   Relying mostly on performed interview.

Even though the interview is one of the most effective tools in a company’s apparel, hiring decisions should not be made purely on that basis. You need to add as much supporting material as you can when shortlisting, such as CVs, emails, cover letters, references, personal recommendations along with their internet presence and societal media profiles.

4. Underestimating of reference check.

Many HR surveys report that 25 per cent of companies never check references. In the EU, where we have GDPR, it seems to be more difficult now, but there is some methodology to do it effectively.

5.  Quick rejection of overqualified candidates.

Candidates CVs can tempt you to reject when they exceed the necessary expertise; ignoring them as overqualified’ rather than fitting the individual specification.  On the other hand, the benefits of choosing someone with more knowledge and additional skills can often outweigh any probable drawbacks.  Within this candidate-heavy marketplace, it appears odd that more companies aren’t benefiting from being able to get more for less.

6.  Recycling old job descriptions.

Re-using the job description to your incoming worker may be regarded as a fantastic way to conserve time, but cutting corners in this way can backfire.  Roles change over the job description may be obsolete, which means that you are going to be hiring against a wrong set of standards.  

Recruiting is also a fantastic time to critique a job’s duties — it could make more sense to reshuffle responsibilities around the group or to divide up overstretched tasks into more than one position.  Vague and imprecise job descriptions make shortlisting hard since you will receive a lot more unsuitable applicants.

7. Not taking the opportunity to sell your Company

Since there are many job seekers about searching for work right now, it can be simple for companies to assume that anybody will be thankful to work for them and they don’t have to’market’ the organization or role.  The competition for talent is massive, especially in specific market areas.  And if they don’t wind up with the job, anybody interested enough to join you might be a superb possible advocate or supporter of your organization.

8.   Waiting for the “ideal” candidate

In recruiting terminology, the evasive ideal candidate is known as a purple tree’ and enjoy their namesake, and they may be fragile on the floor.  

A candidate-rich marketplace can render organizations paralyzed by choice because they conclude that there has to be a jobseeker out there who suits each requirement in their record and they simply need to locate them.

Ideal candidates are so infrequent it is usually better to go for somebody who meets each the essential requirements and may be trained at the”would-like-to-haves”.  Coaching up a candidate builds endurance and endurance, and they may have other qualities which could come in handy later on.  

Leaving the clear job dangers drops in productivity, and damaging morale as other workers struggle to pay for the responsibilities.

9.   Asking candidates “illegal” interview questions

Asking’prohibited’ interview questions though some interview questions are discriminatory and are easy to prevent, companies can believe they’re innocently making a dialogue. Still, they could be straying into possibly prohibited locations and making themselves open to litigation.

But planning interview questions, and being conscious of what you can and cannot ask, can help you avoid any difficulties.

10.   Fluff rejections rather than providing feedback.

This is possibly the most frequent error made, as companies find it tough to dedicate time to applicants not having made it through the interview procedure.  But as well as just being polite to spend some opportunity to provide opinions to a rejected candidate, then it may also benefit your recruiting process and business brand.

We hope that you will take these recruiting mistakes into consideration and provide the best candidate experience possible.

Fast Forward Solutions specializes in recruitment services in the area of International Sales & Digital Marketing, mainly for Clients from the Tech Sector. Our rigorous and proven methodology combines role profiling, executive search, and assessment of candidates, complemented by consultancy services.

We provide guaranteed results and quickly reach top talents available on the market, thanks to which every organization co-operating with us will be able to increase sales, reduce operating costs and improve human resource efficiency, company valuation, and investors’ confidence. Tom Bożyczko is an experienced sales leader, president, and founder of FFS.