Top 6 Mistakes Made By Recruiters

Recruiting can be an expensive, difficult, and timely process. Just selecting the candidates to interview can be daunting, which is why you want to make sure that the ones you do select, are up to par. Unfortunately, many recruiters still make many mistakes that can be easily avoidable.

• Hard for Candidates to Apply

You want to make the application process as straightforward as possible. Without a doubt, you want to make sure that applicants can apply straight from their mobile phones. A survey conducted by Glassdoor has found that 9 in 10 job seekers use their mobile devices to search for job opportunities.

• Poor Job Description

Many job descriptions are bland or incomplete. Remember that this is the first experience the potential candidate will have from the company. Monster completed a survey of 2,030 job seekers. The results revealed that mistakes or sloppy editing kept them from applying for jobs. Precisely, 64 percent of respondents said they would not respond to a poorly written or confusing job title; 60 percent found ‘jargon in job ads annoying.’”

• Not Pre-screening Candidates

Pre-screening job applicants gives employers the opportunity to narrow down the pool of applicants to those who are the best fit for the position — without spending hours doing in-depth interviews. Once you’ve successfully finished your pre-screening and have found a good talent pool, then it’s time to set up a brief phone interview. This step can save you the time and trouble involved in meeting in person and interviewing job candidates who, despite strong resumes, don’t meet all your needs.

• Developed Too Small of a Candidate Pool

Every time you launch a new marketing campaign, posting the good news on your blog should be a key part of your launch plan. It’s a great way to let your existing fans know what new content, products, and features you’re putting out there.It also helps introduce these launches to brand-new audiences.

• Too Lengthy of an Interview Process

There is nothing more frustrating to a candidate than being required to come in multiple times. When they are there, you should make the most of their time. If they need to meet with more than one person, for example There are definitely stories when a candidate is there and needs to meet with someone else and that other person is busy, so you require the candidate to make a special trip.

• Failing to Call References

Don’t put too much stock in the interview alone. It’s very easy to get charmed by someone in the interview, but you should always keep in mind that that does not mean he or she is the best for that position. Don’t rely on personality alone. It’s great if the candidate would make a perfect personality match, but there needs to be more, which is why it’s important you follow up interviews by calling references. You can learn a lot about candidates by speaking to their previous employers.

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Originally published at https://www.lusha.com on December 15, 2017.