Simple mistakes a recruiter shouldn’t make

September 11, 2014

Recruiting is a tough job by any measure, but there are common mistakes made in the industry that makes the job much more difficult. A Nishargavan blog article detailed the dos and don'ts in today's marketplace for recruiters and staffing agencies.

Ensure strong communication with the HR department
The hiring manager needs to be strong and understand that they are supposed to collaborate with Human Resources in order to facilitate the correct hire. Dispersing candidate data to HR keeps everyone on the same page with both areas working to attract the perfect candidate. Describing in the job posting what the company needs in an explicit fashion can ward off unqualified applicants and attract those who know they have the requisite experience. 

Competency more important than a cultural fit
While a candidate may well fit the company's culture and mission goals, core competencies are far more important, and that's what a recruiter needs to look for in today's job environment, said the report. Employee attitude is all fine and good, but without knowledge of the job's work disciplines or even the industry in general, the story explained, that would not be a good hire for the business. Mike Del Ponte is with Soma, the California-based water filtration company, and he told Business Insider that recruiting mistakes come with a very high price tag.

"Hiring managers make fatal errors all the time, usually when they feel pressure to hire quickly – and, as we know, rushed decisions lead to bad hires," said Del Ponte. He advised not rushing the hiring process which will cut down on mistakes and lead to a deeper understanding of the candidate's attributes and whether they fit with the company's vision.

Nisharaghavan pointed to some hiring managers asking ridiculous questions of candidates, putting them off and showing that the recruiter didn't do the research necessary to meet with the job seeker.

Having a hiring process in place
One area that recruiters oft-times come up short, said Del Ponte,  is not having a process or template in place that reflects the company's hiring needs. Not asking for enough references can also put a damper on the process from the recruiting end, and neglecting of the process can easily result in candidates not getting the attention they feel they deserve.

This hiring faux pas can result in the loss of qualified job searchers and result in extended open positions for the company.