Five recruiting errors

A recruiting mistake can cost a company somewhere between six and 18 monthly salaries, so it’s better to take the time to advertise for candidates wisely and with careful consideration.

Today, companies increasingly have to court their job candidates. They can successfully do so if they take, above all, a respectful and honest approach. Despite their best efforts, fundamental errors are made.

1. No cookie-cutter recruiting

Companies frequently have no well-considered, uniform processes and no human resources philosophy, not to mention the latest recruiting knowledge and the appropriate digitalized, common-sense instruments. Some companies simply believe one thing: “Anybody can recruit.” As a result, they just listen to their gut.

2. No specific job profile

Job profiles are necessary because a supervisor uses them to define the criteria that the ideal applicant should have in terms of knowledge, methodological skills and personality. A human resources employee cannot prepare a job profile alone. After all, the manager is the individual who ultimately knows what is best for his or her team in terms of employee knowledge and personality.

3. Requirements are not weighted

One example: The right individual for sales processing responsibilities should also have negotiating skills. But absolutely no consideration is given to the classification of this skill in advance. Does the new clerical assistant have to have negotiating skills or can have them? The supervisor must specifically define the requirements if the job search is to be successful. It will take a lot of luck to do so if a company gets caught up in vague phrases.

4. Hazy job descriptions

Copying old job ads rarely results in on-target advertisements. The decision about the appropriate channel – trade publications, websites, online portals, social media, headhunters, direct approaches, videos or trade fairs – can make or break a recruiting search. Every medium and every target group require a special approach. If you are trying to hire members of Generation Z, you should probably focus less on good company benefits and more on the telecommuting opportunities.

5. Non-transparent processes

No transparent and binding communications about the stages of the application process are conducted. The applicant will leave the job interview and not have any clear idea about what will happen next. Under such circumstances, it should come as no surprise at all if the individual decides to take a job at another company with clearer processes.

Author

Diana Roth

Book: Vertraue dem Misstrauen (Trust in Mistrust)