7 continents, 195 countries, 7.9 billion people and 960,000+ recruiters in the world. One thing they have in common – using job boards for posting a vacancy!

According to LinkedIn, Job boards are the #1 channel used by candidates to look for new jobs. 

But the major blunder recruiters make is to just post a vacancy and wait for candidates to come to them all by themselves by the end of the day. They are unaware of the distinct capabilities of each job board,  clever technologies that make managing job boards easier, strategic thought necessary to make their sourcing stand out from the crowd, and so on.

We all make errors, and we usually learn something from them. However, some of the most common recruitment blunders are ones you may not even be aware of. With that in mind, here are six of the most typical mistakes recruiters make:

1. Not Creating Accurate Job Description:

The era of the dry, generic job description has come to an end. In today’s world, job seekers demand more from a job posting and will become disinterested if it isn’t well-written. Indeed, posting such a job description might drive away from excellent prospects and lead to the recruiter making the incorrect hires.

As a result, the recruiter must be inventive while writing the job description: Make it inclusive, and spell out the “particular” attributes and capabilities the recruiter seeks in a candidate. Explain the organization’s culture and goals, as well as how the perfect applicant would fit into the company when they fill that particular job vacancy, rather than using a generic description with a bullet-list of credentials and tasks.

2. Overselling the Job:

In order to close a potential job applicant, recruiters frequently make the error of overselling a business or exaggerating its corporate culture. This is a major blunder since it creates false expectations for the prospect if they accept the job. In the end, you’re dooming both the recruiting manager and the employee.

The importance of cultural fit in the recruiting process cannot be overstated. You must be sincere in your portrayal of the company’s culture. Even if a candidate has the ideal skillset for one of your available positions, if they are not the appropriate match for the company, the hire will fail. An open floor layout, a ping-pong table, and a refrigerator loaded with craft brews aren’t for everyone. Know what your business culture is and isn’t, and be genuine when presenting it to potential employees.

3. Not Following Up:

Following up with interviewees is an important component of the recruitment process. Even if they don’t receive the job, gently following up with them demonstrates that you appreciate their time. This alleviates any doubts the candidate may have had regarding their job application. It also keeps the candidate open to other (future) career opportunities inside the organization for which they could be a good fit.

4. Going For Tenure over Talent:

Whenever it comes to recruiting, Human resource professionals usually make the error of placing a higher value on tenure than on skill. This will not only result in a less-than-ideal employee in a new role, but it may also result in the loss of young talent who perceive little possibility for advancement. While tenure and loyalty are crucial, if there is an obvious difference in skill, this should be recognized so that your organization can stay ahead of the competition and be more inventive.

5. Expecting Too Much From A Recruit:

It usually takes three months for a new hire to completely integrate into the team and start providing results. It’s fair to want them to “hit the ground running,” notably if the post has been empty for some time or the recruitment and selection process has been lengthy, but this might mean you don’t allow them enough time to carefully “learn the ropes.”

It’s critical to assist your new hire in becoming acquainted with the organization’s and team’s goals over the first few weeks, as well as to provide assistance as they learn. Help them feel comfortable during their first day and connect them to other employees. Allow them to ask questions to obtain advice, and meet with them on a frequent basis to keep an eye on them.

6. Waiting For The Right Candidates:

If you have a mental vision of the ideal prospect, you may be overlooking other qualified and exceptional candidates as you wait for this perhaps unattainable individual to appear. The attitude of your staff will suffer the consequences of being overworked, as well as a sense of underappreciation if any of your employees have requested progress. If you don’t have the ideal candidate, search for someone who satisfies the majority of the qualifications, has strong soft skills, and would be a good fit in the organization.

And That’s A Wrap!

Recruiting teams don’t know how much money they’re wasting until they make the necessary changes and see how their hiring process improves. It’s critical to get it right when hiring new employees because it may be an expensive and time-consuming procedure. You want to make sure that you choose the best individual for the job and that they fit within your business so that you don’t have to deal with constant churn.

With the aid of Leadzen.ai, recruiters may now get a head start if they’ve been monitoring a specific application they’d like to employ. It can assist recruiters in gathering thorough information on a candidate, which they can then use to approach the applicant. Leadzen.ai can aid not just recruiters but also salespeople at your company by offering the most verified and real-time information that may help your company reach new heights!