TOP 10 RECRUITMENT MISTAKES
So continuing with our recruitment theme this month, in this blog we look at the top 10 mistakes companies make when looking at recruitment.
- Hiring the first person you meet
I hear so often that people hire the first person they meet as part of an interview process! Yes that person might have blown you away, but it’s always worth meeting the other candidates as who knows what you might be missing out on?
- Not getting back to unsuccessful candidates
Firstly it’s kind of rude, but secondly it has the potential to seriously damage your brand. With most online recruitment advertising platforms there is the facility to send a group ‘rejection’ message, so please take the time to do this. So often I see posts on LinkedIn from disgruntled candidates naming and shaming companies who don’t get back to them.
- Not being clear about what you want
So common, yet can have disastrous consequences. If you aren’t clear on what the role is that you need filling, and you don’t know what specifically you need from a candidate I can guarantee you things will go wrong somewhere down the line. Expectations need to be clear from the get go.
- Not having some structure to an interview
A casual ‘chat’ with a potential candidate can seem like a great idea, especially if you are a small and quite casual business. However the problem with this is that you won’t really be able to verify what the candidate says they can do. Without some basic structure, and ‘drilling down’ into the detail you could miss vital information. For example, I once had a client that hired a PA who was apparently brilliant at interview, yet she had never used Excel in her life – a VITAL component of the role.
- Taking ages to make a decision
The polar opposite to mistake number 1! If you dilly dally with your decision, you will lose your candidates! Good candidates get snapped up quickly, so if you don’t want to miss out, get back to them as soon as possible.
- Making promises you can’t keep
It can be tempting to promise the world to an awesome candidate, however this will almost certainly come back and bite you. So please sit on your hands if you feel the urge to offer a different commission scheme or much higher salary than agreed in the advert. Remember that any offer and acceptance of terms is likely to constitute as a legally binding contract, so beware!
- Withdrawing an offer
Without an extremely good reason, once an offer has been made and accepted it is ill advised to withdraw an offer of employment on a whim. This is why you should ‘sleep’ on any decision before you make a formal offer of employment.
- Not sending out a formal offer letter
Most candidates who are already in employment will be reluctant to hand in their notice without a formal offer letter from you.
- Not checking right to work documents
It is so important that you check before offer that your candidate has the right to work in the UK. Please make sure you do the relevant checks, and keep the appropriate records. A local firm was recently shut down for employing illegal workers….
- Not planning an induction
You might think inductions (or on-boarding if you are fancy) are for the corporates, but they are so important! A simple but well thought out plan of your new employee’s first weeks and months will help them feel settled and confident in their new role.
So there they are, 10 mistak-as you don’t want to make-a!