What are the main mistakes companies make while recruiting?

In our previous posts, we mentioned, among others about good tactics that you should introduce into your recruitment process to make it more efficient and effective. Today we would like to talk about what to AVOID so that our work brings quick results.

1. You are not quite sure what you want by yourself.

In our previous post, we discussed the importance of constant contact with Hiring Managers or other people responsible for hiring - primarily in order to have a clear picture of the candidate you are dreaming of.

Many companies, when starting recruitment, have unspecified expectations and are not very aware of the situation on the market, which in turn leads to the fact that also their, for example, job advertisements are ineffective because they have not read the specificity of the position and the personality of a potential candidate.

Therefore, it is worth considering in depth not only what the candidate is supposed to know and can, but also what he needs, what he is like, and what can attract him to our company.

2. Waiting for the perfect candidate

As we well know, there are no perfect people - we are not perfect, so we cannot expect this from a candidate. If you have fulfilled step 1 and specified your expectations for the position - great! But it is worth remembering that dozens, maybe hundreds of candidates will pass through our process, and only a tiny fraction of them will meet 100% of the requirements - it is perfectly normal that no one has absolute knowledge. However, what is worth paying attention to is whether our candidate is willing to learn and develop, and above all - whether we get along with him on a purely friendly level. Believe us - willingness to act and learn can compensate for any gaps in knowledge - these can be filled quickly.

3. Being impatient

Most of our team consists of recruiters - trust us, we can understand the frustration that sometimes arises during the recruitment process. Disappearing, "ghosting" candidates, customers changing expectations by 180 degrees, sudden stagnation ... these are all problems that we know inside out. And it is because such situations in the broadly understood HR industry are commonplace, that we have learned to be patient. We already know that even the most difficult periods are worth waiting out, that hard times strengthen your team's cooperation and that the joy of a successful recruitment process after a period of stagnation is indescribable - and this is probably the best reward for the effort we put into our work. :)

4. Rejecting "overqualified” candidates

Yes, we know that when someone who has 7 of them applies for a position that requires 3 years of experience, it causes slight consternation. And of course, sometimes there are reasons for this - sometimes hiring managers are unwilling to hire people with more experience than theirs, and sometimes the candidate's CV suggests that he changes jobs very often and applies wherever he goes. This should not, however, make us overly suspicious. Employing an “overqualified” person can bring many benefits - first of all, such a person requires less time and attention during their training; we can trust it faster and leave it to itself. In addition, such a candidate is often a real treasury of knowledge and comes to our company with great experience, which he can share with others and help his colleagues with a younger internship. However, we should remember to investigate the reasons why such a person applied to us during the interview - but do not be suspicious. Let us assume that successful cooperation will emerge from this.

5. Judging only by CV

A lot of CVs pass through our hands every day, and each of them should be given the right amount of attention - examine experience, and education and look at the competencies entered, comparing them with the requirements. The fact that a CV in the recruitment process is an absolute basis and is, in a way, our first contact with a candidate is undeniable. This does not mean, however, that we should base our entire assessment of a candidate only on the page or two that we see. We are only human and encounter various cognitive errors, such as the well-known halo effect or the Golem effect. The key here is to get to know the candidate during the interview - be it by phone or online via video chat. For such a conversation to be successful for us, we should put our prejudices in our pockets and focus only on how we talk, what the atmosphere of the conversation is, and whether we share common values and goals.

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