When done properly, recruiting can be a highly rewarding experience. Knowing you have found a qualified candidate to fill an open position for a business is a great relief in what can be a stressful time of identifying and hiring candidates.
If you are consistently coming up empty-handed when it comes to filling open positions, it may be time to re-think some aspects of your talent acquisition process. There can be many reasons you are missing out on some of the best talent, so let's break down some of the common ones that tend to be overlooked.
7 Reasons Why You're Missing Out on Top Talent
1. Your Margins are Too Strict
Naturally, you want the candidate that is the best fit and, in your mind, you may have an idealized image of the perfect candidate. But in real life, the perfect candidate may not look or sound much like that picture. However, they may still be the best person for the job. Maybe they bring with them a lot of personality and experience in fields you may not have considered as relevant before meeting them. Keep an open mind, and you may be surprised with who you end up hiring.
2. You Recruit in the Wrong Places
Rather than throwing your hat into the ring on a general job site, tailor your offer to specific audiences. Offering employment to the general masses will, at best, lead to hundreds of unsuitable and irrelevant resumes sent to you or, at worst, miss your ideal candidate entirely. This will leave your talent acquisition team exhausted and frustrated.
Instead, figure out which social and professional websites your potential employee might visit and approach them directly. Do research to find a job board unique to the industry you’re in to concentrate on quality rather than quantity.
3. Making Assumptions
You may enter a dialogue or even an interview process with a candidate with a fixed idea in your mind about the sort of person they are. This is dangerous on two levels: firstly, it means you may be biased and not listen to their answers properly and secondly, you do that candidate a disservice in becoming frustrated when they don’t turn out to be the perfect hire that you had envisioned. This can be avoided by simply avoiding making assumptions before the interview.
4. Avoiding Job Seekers
There can be a sense of snobbery about headhunting a candidate from another company, but just because you’ve recruited from outside the pool of job seekers, it doesn’t mean you’ve made the best hire. Active job seekers do make excellent candidates and should not be ignored as potential interviewees. You could be missing out on someone with the right qualifications for your organization.
Shaun Welsh, an HR Manager at Writemyx and Originwritings agrees, he states: “The jobs market is fairly fluid and people leave their jobs for a number of reasons; it doesn’t mean they’re not worth looking at. Take the time to look through their skill sets and length of time unemployed before making a rash decision.”
5. You Make It Too Personal
The talent acquisition process may feel entirely personal, but if you’re a recruiter, then personal feelings must not stand in the way of a good hire. Whether you like or dislike either the client or the candidate, your actions towards them should remain entirely neutral and your communications should reflect that.
Professionalism is the only way forward, and that includes any dealings you may have with either side, whether spoken or in an email. Be transparent at all times.
6. Trusting The Written Word
Once you’ve found who you believe to be the right candidate, the feeling of relief can be overwhelming. But without a thorough background check, you could be asking for trouble.
“Sadly, people do lie, particularly people desperate for employment in a field where they may lack key qualifications. Yes, it takes a bit more effort, but don’t waste time recruiting someone who never should have joined the company in the first place”, says Sarah Faulks, an HR Consultant at 1Day2write.
7. Being Unprepared for the Interview
Interviewing can be just as nerve-wracking for the recruiter as it is for the candidate, but now is not the time to let your nerves show. Careful preparation is the key. Avoid throwing hundreds of questions at your candidate; it's far better to have a handful of carefully selected ones that reveal their talent and provide examples of past work.
With a little forethought, the recruitment process can prove to be less daunting. Your ideal candidate could just be a few clicks away from a recruiting match made in heaven.
About the Author: Joel Syder works at Academic Brits as an HR analyst and writer. His passion in life is seeing people reach their potential in Information Technology. He also enjoys writing and sharing his knowledge and interests.