Bad Recruitment Strategies

Bad Recruitment Strategies

Recruitment is a complex process and a lot of recruiters put in serious effort to gain the best results. However, despite putting in all the effort, it is possible to still end up with the wrong recruit or worse, not find anybody worthy to fill the spot. Now, there are several factors that can contribute to this. But, more often than not, it’s probably because you follow the wrong strategies. However, problems can always be solved and the first step to doing so lies in actually identifying the problem. We made that task easier by listing out a few poor recruitment strategies; some of which you might be relying on yourself. So, take a look and avoid them. Is it just an interview? The interview is the most important day in a prospective employee’s life and for you to treat it as just another formality is insulting. Interviews are not just about testing the candidate’s skills or knowledge. It is an opportunity for you to sell the role. So, take the time to talk about the job and the organisation. Give the candidate an idea of what to expect and what is expected of them. Simply leafing through their resumes isn’t smart or polite. It comes off as arrogant and can discourage the candidate. Not reviewing the resume Resumes are here to stay. After all, it’s the one thing that gives you a preview of what to expect next. That’s exactly why it’s a must to review resumes. When reviewing, there are a few key elements to look for. For instance, does the candidate’s previous work experience directly lead him/her to the current position? Are there metrics or a list of achievements that prove this? If you can find resumes that meet these requirements, the next step would be to actually find out more about the candidate. In this day and age, social media and the Internet make that possible. For instance, do they post anything controversial that might directly interfere with your organisation’s image? If everything seems clear, you can be sure that you’ve got the right person lined up for the job. Ignoring old candidates This is a recruitment error that a lot of organisations make. All recruiters have a list of candidates who just didn’t seem right for a previous position. However, that doesn’t mean they won’t be right for something that just opened up. It’s always wise to keep a database of passive candidates ready. You never know when one of them might prove useful later.  

 

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