Recruiting new employees can be hard. Trying to find the best person for the job can be a long and arduous process, and you may be making things even harder for yourself. Small mistakes can cost the company time and money and make it difficult for them to recruit the best employees. To prevent this there are many things you should remember when trying to recruit new talent into a company. The following points are just some of the things that recruiters and hiring managers should try avoid in their recruitment process.
Vague Job Descriptions
Vague job descriptions make it extremely difficult to attract high quality candidates that are qualified for the job. Job descriptions should be as clear as possible, giving as much detail as needed to ensure that only those actually qualified for the job apply. When the description isn’t clear, companies will end up with many applications from people who can’t actually do the job. This will increase the length of the recruitment process significantly, as hiring managers will have to sift through the unqualified applicants to get to the ones that are actually going to be considered for the job. This is a huge waste of time and money that is easy to prevent by spending more time making the job description detailed and unambiguous.
When job descriptions are vague and generic it can also be difficult to get potential candidates excited about the job opening. If the description is unclear and sounds like several other jobs advertised, it is going to be harder to stand out and get the best candidates to apply. Companies need to be specific, pointing out exactly what makes this job special in order to encourage candidates to apply. They need to make it sound as appealing as possible to get people excited about it.
Ignoring Social Media
As I have mentioned previously on this blog, social media can be an important tool in recruiting. Despite some debate about its use and effectiveness, social media is used by the majority of jobseekers and recruiters. Ignoring social media and sticking solely to traditional recruitment methods is going to mean that companies might lose out on some candidates that could be a great fit for the position. Over half of all jobseekers use some form of social media to help in their job search and even more recruiters look at candidates social media profiles. This means that if a company neglects social media while competitors are spending time on it, they could lose the best candidates to other companies who seem more technically advanced. Social media’s use in recruitment has yet to provide significant returns but can still be a good way to research and get in contact with candidates. Not to mention competitors will be using social media so unless companies want to be left out in the cold, it shouldn’t be ignored.
Connecting with candidates via social media can help build a relationship so that, even if they are not chosen for or interested in one position, they might be hired at a later date. It might be easier to hire them later as the candidate will know the company better and the company will have a good sense of the candidate’s capabilities. Companies should use social media as it is becoming a standard recruitment tool and avoiding it could leave you behind the curve. Even if companies don’t think that it has much effect on the recruitment process, ignoring it entirely can do more harm.
Looking for the Perfect Candidate
Many companies spend a long time trying to find the “perfect” candidate. They drag out the recruitment process, leaving the position unfilled while they do so. This search for the perfect candidate can be futile, either because they don’t exist or they are already employed. This can create problems as the longer the position is left empty the more money is spent trying to fill it, with other employees picking up the slack.
In most cases someone perfect is not actually needed to do the job well. There can be candidates available who are just as capable and with a little training may end up a better fit for the position and the company. Hiring one of these candidates is a much better idea than waiting for the ideal employee to come along, who may not even accept a job offer. The time spent waiting and looking for the perfect candidate can be used to train someone else and turn them into a great addition to the company. This can save time and money for the company that would be wasted on a long, drawn-out recruitment process.
While companies may want to be top of mind with the best candidates, marketing to them too heavily can actually be detrimental to their perception of the company. When people feel that they are being targeted too much 66% of them are likely to unsubscribe and 28% would react negatively to future communication. Bombarding potential candidates with emails or other messages is just going to annoy them, making them less likely to consider the company as an employer. This is the opposite of what any company wants and is an important thing to avoid, as once the perception of the company has turned negative it can be very difficult to change. Making sure that candidates are not receiving marketing messages too frequently will help to keep the positive image of the company and keep them in candidates’ minds at the same time. It can be a fine line to walk, keeping the company in mind yet not contacting them too much. However, this is a very important thing to get right. The better the image the company has the more popular it will be with potential candidates, meaning they will get the best applicants.
These are just four things to consider when trying to recruit new employees. While there are other aspects that can impact on the success of your recruitment process, keeping these factors in mind will improve your search, making it easier to find the best employees for your company.
If you have any other tips, tell us them in the comments. We would love to hear them!