The Top 5 Recruiting Mistakes

As today’s recruiters face increasing stress, demanding hiring managers, challenging positions, and less communication, it is no wonder that they are tired, discouraged, and fed up with the recruiting process. Many of these challenges, however, are tied to maladaptive recruiting strategies that have made an appearance within the last few years. In order to avoid undue stress and frustration, recruiters must recognize the top five recruiting mistakes and replace them with more successful approaches.

Mistake #1: Misunderstanding Requirements
According to Forbes’ “Recruiting Isn’t Hard – Unless You Make These 5 Mistakes,” many recruiters begin their hunt without fully comprehending the hiring manager’s requirements. Many such recruiters are fully aware of their inability to grasp such requirements, but they continue with the process with a “check the box attitude.” It is as if the recruiter actually says, “I don’t know what this requirement is for, but if the candidate has it on his/her resume, they must be qualified.” This often leads to low candidate quality, undue frustration, and wasted time on the part of both recruiter and hiring manager.

Mistake #2: Overuse of the Internet
Although job searchers are likely to post their qualifications all over the Internet, more passive candidates aren’t so inclined. Sites such as LinkedIn, while no doubt useful, do not represent the entire candidate pool and thus narrow the chances of finding the most qualified candidate. The Internet is often used a crutch for recruiters looking to do the bare minimum, as well. Recruiters rather not pick up the phone and form relationships (the most effective recruiting method), so they tend to hide behind their LinkedIn profiles. In this way, a highly useful tool leads to an abundance of frustration for the recruiter and hiring manager.

Mistake #3: Unrealistic Expectations
According to Forbes, many recruiters are attempting to fill positions that simply cannot be occupied. This mistake usually begins with a hiring manager looking for the “magical employee” – someone who can take on more responsibilities than a typical person is capable of. Recruiters do not question such expectations as they should, instead going ahead with the recruiting process. This leads to the turning away of high-quality candidates, empty roles, frustrated hiring managers, and frustrated recruiters.

Mistake #4: Lack of Communication
One of the most common complaints that candidates have about recruiters is their lack of communication. Recruiters are often guilty of selling a candidate on a position, having him or her go through the interview process, and then never speaking to the candidate again. Not only does this weed out potentially qualified employees, but it burns bridges for candidates that might fit future roles. Simply communicating with a candidate, even when it is not convenient, often saves time on future projects.

Mistake #5: Reliance on Resumes
While a resume is a useful tool for weeding out many unqualified candidates, it is simply not as reliable as recruiters expect. The truth is that many candidates LIE on their resume, embellish their resume, or simply don’t update their resume. In order to find the most qualified candidates to present to the hiring managers, recruiters must form personal relationships with candidates that go beyond paper. They must discuss past experience and education, call references, and evaluate interests before presenting a stack of resumes to a very frustrated hiring manager.

By avoiding these five most common mistakes, otherwise valuable recruiters will begin to ease their own workload, reduce stress, and increase productivity. Making such simple changes will also lead to happier hiring managers, long-term hires, and, most importantly, more satisfied candidates.

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