By Melissa Front
After reading our post on how to avoid the Big 3 mistakes, you’ve already taken steps to avoid some of the most common recruiting mistakes. You tightened up your job descriptions, stopped rushing through the recruiting process, and started evaluating cultural fit. This is great and will improve the quality of your hires. But is there more that you can do? And does it matter? From a business perspective, it does matter! According to Indeed, avoiding the most common recruiting mistakes will help lower hiring costs, decrease turnover rates, and improve efficiency.
Just when you thought you could relax, we’re here with four more recruiting mistakes to avoid:
Looking for the Ideal Candidate
It’s understandable that you want to find the unicorn to fill your open position. However, it isn’t always the best idea. Spending more time and money looking for a candidate who has everything not only costs your company more time and money, but it can also have a negative impact on your existing team. MindTools believes that searching for the ideal candidate will negatively impact morale because the existing team will have to do the extra work while you’re looking for the ideal candidate. Try to find candidates who possess the majority of the skills you need and, remember, some skills can be trained.
Passing On Overqualified Candidates
Companies often pass over candidates who have more qualifications and experience than is needed in a particular position for fear that they’ll leave sooner and/or be bored. By doing this, you may be missing out on a candidate that would be the best fit overall for your open position. Some candidates may be overqualified and not interested in your position. However, others may welcome the opportunity to work in a position with fewer responsibilities and less pressure. Candidates might also be looking for a role like yours due to changes in their personal lives. The expertise they bring is valuable and they also might be able to help you develop a robust team. Consider these candidates and see how they might be able to add value to your organization.
Neglecting to Recruit Internal Candidates
Is there someone already working in your company who might be a good fit for your opening? The most qualified candidate may be right in front of you according to MindTools. Internal candidates not only transition into a new role at a faster pace but also save the company time and money, thereby lowering recruiting costs. By selecting or promoting an internal candidate, your company is likely to see improvements in productivity as well as in overall morale. People are happy to see their coworkers getting a promotion and it builds excitement within the organization. It also helps retain the institutional knowledge that is typically lost when an employee leaves a company.
Selecting Less Qualified Candidates
It’s okay for your employees to know as much as or more than you. That’s right, they shouldn’t be considered a threat to you or your position. Good leaders and managers hire talented people in order to boost their teams and bring different perspectives to the company. Some managers are worried that making this type of hire will make them less valuable when, in fact, the opposite is true. By hiring someone who is more skilled and talented than you, you look even better! Not only are you gaining expertise, but it allows you to expand your own knowledge and skills, thereby improving overall business results.
By avoiding these simple mistakes, your company will improve its recruiting process, lower recruiting costs, and reduce turnover rates, which will ultimately drive your business forward.
Are you ready to shift your approach and make better hires? Consider partnering with TalentRemedy as part of your recruiting strategy. Our industry experts specialize in helping companies hire top talent to keep your organization successful. Contact us at info@talentremedy.com or 703-362-0175 to set up a time to learn more about how our team can support your hiring needs.
Comments