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Top recruitment mistakes: part two

Posted on 9/04/2016

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In the first part of our series on recruitment mistakes, we considered interview questions, the role of an interview within the overall process and the importance of taking the opportunity to sell your business to prospective employees. In this second article, we take a closer look at some additional areas.

Writing a weak job specification

If you find that you are being approached by candidates who don’t seem to be right for your organisation, then it’s worth considering that the fault could be on your part, rather than theirs. Does your job specification clearly outline what you are looking for?

If you’ve found that you are short of time, then you may have opted for a shortcut in this area, possibly resorting to recycling a job posting that was previously used elsewhere. Refreshing the details is likely to be advantageous and will enhance the possibilities of making better recruitment decisions.

Ignoring great candidates

This is a strange addition to the list, but you might be amazed by how many businesses rule out candidates who appear to be over-qualified. It’s often reasoned that such individuals will be too demanding (in terms of pay), or that they will threaten the positions of senior members of staff.

Such reasoning rarely makes sense and a hasty attempt to ignore a great candidate may come back to bite you. It may be the case, for example, that this brilliant individual will soon be employed by one of your major competitors.

There are all sorts of reasons why you may be on the receiving end of an application from someone who appears to be over-qualified for the role. By establishing why they have applied and what they are looking to achieve, you may discover that you are able to recruit someone who has a vast array of experience and abilities.

Failing to follow up on references

You’ve doubtless asked your preferred candidate to provide references, but will you be following up on them? If you don’t, then you will simply be exposing your business to an increased level of risk.

References will often provide essential information that would otherwise be available to you. A frank discussion with a previous employer may well offer a real insight into the skills of a candidate. Although it may not change your recruitment decision, it might have an impact upon future training requirements and the roles for which that individual is likely to be suited. References aren’t just provided for show: it’s important that you follow up on them, so that you can establish whether or not you really have found the right person for the job.