Hiring teams want to recruit as fast as possible, because vacant positions cost money and delay operations. The first thing we commonly hear from our business partners is “it needs to go fast” which – in most cases – you can read as “it is due yesterday”. And while we do the best we can to deliver our most outstanding candidates faster than you think, when it’s our partners’ time to shine and do their part in the recruitment process, the same mistakes arise.
Here is a top 9 of the mistakes to avoid in your recruitment process while trying to recruit your best candidate:
1. You take too much time to book your interview and meet again in your recruitment process
The longer you take to complete your recruitment process, the greater the odds are that a competitor will scoop up your favorite candidate. The best way to maintain a perfect pace in a recruitment process is to have an agenda that is clear and exposed to the candidates: how many interviews? who will conduct them? when do you want to achieve the whole process?
Lastly, you need to wrap it up fast. Who would like to get 12 interviews in 6 months? You have to make sure there is not more than a week between each interview. At the end of the day, you and I would think: “well, maybe they have so many doubts about me that I am probably not the one” or “if any decision in this company takes so long that’s probably not where I would like to head to”. And you would likely be right. It starts with you and how you will operate your interview process. Make it quick, efficient and with a time bound. Do not do to others what you, as a candidate, wouldn’t tolerate.
2. You don’t keep in touch unless it’s necessary in your hiring process
Employer branding in a recruitment process is very important. The way you treat candidates during the hiring process mirrors the way you’ll treat them after hiring. If they had a bad experience, they’re less likely to accept.
If you want to hire the best people, you need to catch their attention and build rapport from the moment you met. It takes several conversations, formal and less formal, to get to know one another and be willing to commit for a change like switching employer. So communicate as frequently as needed to not only get to know the other person but also show your interest.
Even for candidates who didn’t get the job, a friendly exchange after the interview is also building your reputation among future candidates. Let them know how they scored, how they performed and where they need to grow.
3. You don’t provide transparent and valuable feedback – whether positive or constructive – and forget the 24h – rule
Don’t surprise the candidate. Instead, be transparent about the recruitment process being sure to set proper expectations. Coordinate well with candidates. If you’re scheduling an in-person interview, give them all necessary information (like who to ask for and what to bring). Explain what they should expect from the interview and what the next steps are.
Feedback is a gift and when you go to an interview, you want to know how you score, where you need to grow, which impression you left. Everybody is longing for feedback and an honest reflection on who they are, whether it’s about competence, potential or fit the job.
4. You make promises you fail on keeping
Whenever a candidates goes to a job interview and they get some commitments from your potential new employer, it can be about a upcoming meeting, the send – out of a brochure or the delivery a business case that day. Whatever it may be, you create expectations and not meeting those expectations always create either frustration or doubt on the professionalism of their future employer. What if they promise things to me in the future, will they handle it the same way? Can I trust them? What’s important to remember is you only get one chance to make a good impression, just like your candidate. So, deliver on your promises or commitment and do what you said you would – on time.
5. You forget that you also have to convince them and it’s not a one – way exercise
When employees have options, employers have to pull out all the stops to land top candidates. Companies have to nail everything from the job description to the interview process. Recruitment is a two way street. In order for you to convince your ideal candidates to choose your company, remember this: while you are interviewing them, they are interviewing you.
Can you convince them of why your job position is the best fit for them? How can their talents and skills have a positive contribution to your company? Can you offer them unique benefits that no other company can come close to?
6. You think not making your best offer at first can test your candidate’s negotiation skills
At the end of your recruitment procedure, you will possibly decide to make an offer to whom you consider your best future asset. Do not mess it up. Make your best offer at first. There is no worse feeling than getting a contract offer and it seems like all the interviews you went through were not enough to show your real worth or to get your expectations understood.
You may consider that it is part of the “game” to check if your candidate has good negotiations skills but at this time, it is no longer about testing anything or anyone, it is about giving someone what they are worth.
The back – and – forth exchange of offer and feedback can lead to the fastest candidate withdrawal ever. Competition – but also their current employer – will fight for them. So put on the table the offer that is fair for both parties and in line with your candidate’s value.
7. You don’t consider possible counter – offers
It’s obvious that you want to hire the best possible talents on the market … and so does everyone else. Therefore there is a chance your favorite candidate is also being approached by other companies for challenging opportunities. You need to secure your recruitment and make sure you’ve got the best deal for them. Anticipation is key, especially when it comes to counter – offers. Your first competition is your candidate’s current employer: try and walk into their shoes, wouldn’t you fight to keep your best talent and do what it takes when they inform you about their intention to resign? Keep an open mind about this and make sure to talk it through with your candidate.
8. You forget the jobs of tomorrow and career development
When you have a discussion with somebody you’d like to recruit, do not forget that it is not only about the job of today. People join a company, an environment where they want to see a future and it’s not only about a vertical way up to the top. A future whether it is about career development, trainings, possibilities abroad, future company or market expansion. Try to bring a vision to your interviewees where they can project themselves too.
9. You avoid talking about some elephants in the room in your recruitment procedure.
It’s always better to dare to talk about everything, like your candidate’s fear about the company’s situation, reputation or anything else. Talking this through shows your open mind and transparency. What you want to make sure in the end is that your candidate signs for the right reasons, there is no doubt left in the back of their head that could turn into a future resignation for instance. Encourage them to be direct and honest about what they need to know, to ask or to discuss, it’s the best way to start on a good foot.
