10 typical recruitment mistakes and how to avoid them

Recruiters are human beings and, like all of us, make mistakes from time to time. Recruitment professionals can make mistakes not only during interviews, but any stage of the recruitment process can be organized or conducted imperfectly. What are the typical mistakes of recruiters, and can they be prevented?

First mistake

Trying to “sell” the company to the candidate

Sometimes an inexperienced recruiter, in pursuit of a desirable candidate, puts too much effort into “promoting” their company. They praise it in phone conversations, correspondence, and during interviews. However, instead of creating a positive image of a successful business, they create the opposite impression. It is important to remember that the candidate, before entering into direct communication, has already studied various resources and has a general impression of the company. It is enough to ask if the candidate has any questions about your organization and provide answers to existing questions.

Second Mistake

Feeling invincible in one’s profession

At the moment when a recruiter thinks they have reached the peak of their professional development, they actually begin to stagnate or even degrade. “Catching a star” is not difficult, but this disease will not lead to anything good. There is no perfect recruiter, no expert who knows everything. There is always something to strive for and where to develop. Read the latest professional literature, communicate with experts in your field, attend training sessions. This is the only way to develop in recruiting.

Third Mistake

Refusing to automate recruiting processes

Fear of automation, a desire to do everything manually to prove one’s significance, actually leads to wasting time. You don’t prove your indispensability, but demonstrate archaism. Be open to new technologies, familiarize yourself with current software. This is how you demonstrate your synchronicity with the times and its achievements.

Fourth mistake

Silence regarding an incorrect request from management

Sometimes a manager creates an unrealistic job requisition, combining incompatible expectations, such as being young but experienced, analytical but creative, and so on. Obviously, such a candidate cannot be found as these qualities contradict each other. The recruiter may keep quiet about the fact that the request is improperly formed in order to appease top management, but this should not be done. Do not be afraid to cause annoyance; management also has the right to make mistakes. Help them get off the wrong track, demonstrate your competence, and with it, your loyalty.

Fifth mistake

Relying on intuition and personal preference

Intuition is an auxiliary, not a leading tool. When interacting with a candidate, rely primarily on objective analysis of facts (experience, hard and soft skills, education, etc.). Due to stereotypical thinking, recruiters may reject a candidate who may be unpleasant for them but beneficial for the company. Abandon personal preferences in favor of objectivity.

Sixth mistake

Losing control during the interview

Sometimes job candidates behave inadequately, rudely, or arrogantly. They intentionally provoke recruiters and try to upset them. It is desirable to identify “inadequate” candidates at an early stage, not allowing them to reach the interview.

Remember, although a recruitment specialist is not obligated to be a professional psychologist, it is desirable to have certain knowledge and skills in this field.

Seventh mistake

Poorly organized communication

Notes in a notebook, on separate sheets, or in computer programs can sometimes lead to information being lost (meeting time, candidate data, interview results), and candidates are not timely informed about the next stage of communication, invited to an interview, or sent an offer. Organizational skills are essential here. If you know you have problems with this, work on your attentiveness and thoroughness.

Eighth mistake

Interrupting the candidate during the interview

If the conversation goes in the wrong direction or you need additional information, interrupting the candidate carefully is entirely justified. However, if the recruiter constantly interrupts the candidate, does not allow them to express their opinion, it creates a negative impression of the company as a whole and the recruiter in particular. The desire to speak all the time betrays the need for self-affirmation. But the interview is not the place for a recruitment specialist to assert themselves. Listen and understand the candidate.

Ninth mistake

Using a single resource for job posting and candidate search

Sometimes recruiters get carried away with a single resource, which limits themselves. Different types of vacancies should be posted on different specialized platforms. Moreover, today social networks are an effective tool for finding candidates. Keep up with the times, use social networks.

Tenth mistake

Unfriendly attitude of the recruiter

First impression is the strongest. If the hiring specialist woke up in a bad mood, it’s not a reason to take it out on the candidates. A gloomy expression, sharp tone, lack of smile, indifference – all create a negative impression about the company, because the recruiter is its face. Don’t let your emotions and feelings overshadow your professionalism during work hours.

As they say, experience is the best teacher. The main thing is to draw conclusions and try to avoid repeating the same mistakes. Every recruiter should remember that there are no limits to perfection. You need to learn, develop, and never stop at what you have achieved.