Recruiting a new member of staff is a time-consuming and expensive process for any business, which is why it is so important to get it right. You need to hire someone that is going to enhance your business and take it to the next level. However, as most employers have little training in this area, it is a lot easier said than done. It can also be very tempting to cut corners during the recruitment process, and this rarely pays off in the long-term. With that in mind, read on to discover common recruitment mistakes that you need avoid.

 

 

Common

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  • Waiting for the perfect candidate – The truth is that there is rarely the ‘perfect candidate’ for any job role. It is highly unlikely that someone is going to walk in and tick every single box and know exactly what they need to do and how to do it. The best thing to do is look for someone who meets all of your requirements, and then has potential to be trained to have all of the ‘would-like-to-have’ qualities that you feel they are missing. Training a new employee is important, as it encourages productivity and enhances loyalty. You need to expect to invest in training; no one is going to be the finished product before they even get started.

  • Not accepting help – Most business owners would benefit from the assistance of an executive search firm. Executive search firms will help you to perfect your interviewing skills, design your recruitment process, and assist with the way you brand your company. They will ensure you achieve your strategic objectives by hiring the right people.

  • Missing the chance to sell your organization – One thing a lot of employers seem to forget is that the job search process is also an opportunity to sell their business. It is not all about what the candidate has to offer you; it is about what you have to offer them. Imagine how disappointing it would be if you were to find a candidate that you were really happy with, only to discover they had taken a different job offer instead. This will happen if you don’t make the benefits of working for your firm evident.

  • Recycling person specifications and job descriptions – It may seem like a good way to save time, but re-using job descriptions is a bad idea. Roles change over time, and the job description you post needs to aptly represent the criteria you are looking for and the responsibilities the person is going to have. You can’t simply re-use a similar job description and then expect to tweak it once you have employed someone.

  • Not recruiting for cultural fit – Last but not least, if you want to build the A-team, you need to recruit with cultural fit in mind. It is important that the person you hire fits in with the team you already have. This does not mean that you should look for a group of clones that all think the same way, but that you should search for people that have similar values and ethics.

 

 

 

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