5 Recruitment Mistakes to Avoid When Hiring

Hiring a new employee in your company is not only expensive, but a very time-consuming task. Pressures on budgets and time mean that it can be tempting for companies to speed up the recruiting process and cut corners. However, this rarely pays off in the end and as a result; you end up with the wrong candidate.
There is of course no guarantee for a successful recruitment process. However, knowing the obstacles and potential problems that you might encounter can help your company avoid or deal with the issues if they do arise.
Here are some of the most important recruitment mistakes that we think you should avoid.

1. Not Formulating an Accurate Job Description

First of all, it is necessary that your company specify your requirements and formulate both work assignments and responsibilities, but don’t make the list too long. Instead, it is better to specify exactly what your company is looking for and what candidates can expect from the position that you’re offering. Elaborate on the specific tasks that need to be solved. Formulating a concrete job profile will help your company target skilled candidates and receive relevant applications.
 

2. Neglecting Cultural Fit

A “cultural fit” is the compatibility between the organization’s culture and the potential employee’s personality traits, their work style, as well as their attitudes and beliefs. Why is this important? Imagine a scenario where you found a skilled employee with the right qualifications and experience, someone who has a remarkable CV and aced the job interview as well. Yet, after hiring this person, he/she somehow fail to live up to your expectations and never truly match with the rest of the organization, and as a result, affects the rest of the team’s overall productivity. This situation can be easily avoided by considering your organization’s cultural fit in the recruitment process.
 
Read more about cultural fit and its importance on hiring here.


3. Rejecting Overqualified Candidates

It can be tempting to take out candidates who exceed the required experience when screening the candidates’ CVs. Managers might feel threatened to hire someone who is more talented than they are and who might take their jobs from them. Yet, if you think about it, you are looking for the best and brightest candidate to fill the position. So, opting out overqualified candidates means that you’re not really after the best after all. Recruiting overqualified employees can improve not only your own skills they might also have the ability to help improve and develop your team. 
 
One of the most common concerns regarding hiring overqualified candidates is retention. Employers often worry that an overqualified candidate may be easily bored. However, for a motivated employee, boredom could lead to innovative thinking. Once an overqualified employee mastered their new job, they will try new approaches that can be more efficient and cost-effective to get the job done. In terms of retention, think about opportunities for development progression or reward that you might be able to offer for exceptional employees.
 
The advantages of hiring someone with more experience and extra skills can often outweigh any possible downsides.
 

4. Rushing the Hire

So, it turns out that you can’t find the right candidate that has both the skills and fit your organizational culture. That doesn’t mean you should rush to hire just anyone to fill the job. Take your time and consider the cost in time and money to hire and train a new employee, only to find out in the end that he/she is not up to the job. You would just end up repeating the whole recruiting process all over again.
If your company really needs someone for a particular job, consider hiring a freelance to cover the role until you find the best candidate for the job.
 

5. Failing to Consider In-House Candidates

The best candidate might be right under your nose! Consider filling up a position with an employee that is already working in your company. Avoid wasting time and effort on chasing the wrong candidates. The selection process of recruiting from within is much quicker as there is likely to be a smaller pool of candidates to choose from. It is cost effective, as your company does not have to pay to advertise the job. Moreover, you already know the capabilities of the candidate and would have a better idea of how they will perform. You won’t also have any problems regarding cultural fit as an existing staff member will already be familiar with your organization’s process and working culture.
 
Most importantly, hiring someone that is already working in your company can be motivating for your employees, as it signifies that their hard work is being rewarded. Promoting and training up your own people do not only boost morale and productivity, it also results in loyal employees.