5 Recruitment mistakes and how to fix them

As a recruiter, you need to be willing to work hard and perform well under pressure. It’s a job you learn by doing, and making mistakes is part of the process. In this article, Senior Talent Acquisition Specialist Beate Krastina discusses five common recruitment mistakes and give you tips on how to fix them. After all, we learn from our mistakes, don’t we?

1. The job description that doesn’t appeal to anyone

Often, job ads are written in standard language, full of jargon and impersonal lists of tasks and requirements. The result? Potential candidates lose interest before they even finish reading the ad. They don’t feel engaged, challenged or understood. This makes it almost impossible to attract the right people.

How to fix it:

Target the right audience: Write your job ad specifically for the candidates you want to attract. Avoid vague terms and use language that resonates with your ideal candidate. For example, an IT professional probably doesn’t want corporate buzzwords, but specific examples of projects and technologies they’ll be working with.
Demonstrate your culture and values: Candidates want to know if they’ll be a good fit for your company. Tell them about your culture, values and team. This ensures that candidates are not just applying for the job, but for the organization.
Provide insight into growth opportunities and benefits: Outline the potential for career growth and the benefits your company offers, such as training opportunities, flexible working or team-building activities.
Describe the role in detail: Give specific examples of tasks and responsibilities or describe a typical day on the job.

2. Taking too long to respond

In a job market full of opportunities, if you keep a candidate waiting too long, you’ll lose them. It’s important to provide quick feedback after an (online) application or interview.

How to fix it:

Respond quickly: Make sure you respond within a few days of receiving an application or interview, even if it’s just to acknowledge receipt.
If possible, automate the process: Use tools such as automated emails to send out acknowledgements quickly, so candidates feel that their application is being taken seriously from the outset.
Set clear timelines: Let candidates know when they can expect a response. Include this in your job posting or in the automated confirmation email. For example: “We will contact you within 5 working days with the next steps.”
Be transparent: If there are delays, such as internal decision-making taking longer than expected, be open about it. This helps to maintain trust.

3. Looking for the perfect candidate

The ‘perfect candidate’ who meets all your criteria, requirements and expectations often doesn’t exist. If you keep searching for this person, you run the risk of overlooking other promising candidates or not finding a suitable candidate at all.

How to fix it:

Focus on skill-based recruiting: Soft skills and cultural fit are often more important than hard skills. Technical skills can often be trained or developed over time.
Be willing to compromise: In many cases, a ‘good candidate’ is someone who meets most, but not all, of the requirements. Be prepared to lower the bar on non-essential criteria. For example, if a candidate has less experience but is a quick learner and has the right soft skills, they may still be successful in the long run.

4. Forgetting to work on your network

When you’re a busy recruiter, it’s easy to forget about networking. You focus only on active candidates and neglect the passive talent pool – professionals who are not actively looking for a job but could be a good fit. This is a missed opportunity, as networking can help uncover hidden talent and build relationships that can be useful down the line.

How to fix it:

Set aside time to maintain your network: For example, block out half a day a month in your calendar to do outreach.
Use social media such as LinkedIn: Regularly share articles, company news or updates with your network. This will keep you visible and may attract talent for future roles.
Ask candidates and clients for referrals: A warm referral works better than a cold call. Ask your colleagues, clients or candidates if they can introduce you to their contacts. This will broaden your network and increase your chances of finding a good match.

5. Not focusing on the candidate experience

If the application experience is poor, a candidate will quickly look elsewhere. Negative experiences such as long forms, unclear processes or bad vibes during an interview can make candidates less enthusiastic about working for you.

How to fix it:

Communicate clearly and regularly: Be transparent about process steps and timelines. Send confirmation emails after applications, provide progress updates and offer feedback after interviews.
Respect the candidate’s time: Ensure that interviews start and end on time and that you are well prepared for each interview. This will ensure that candidates have a valuable and respectful experience.
Ask candidates for feedback after the process: This is the only way to learn how candidates really felt about the process and where improvements can be made.

Everyone makes mistakes

Recruitment is not an exact science. The trick is to recognize mistakes quickly and act on them. Keep learning, stay flexible and don’t be afraid to try new things. Ready to take your recruitment skills to the next level? We’re always on the lookout for new colleagues! Get in touch with us.

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