5 Mistakes Managers Make During Recruitment Hiring

Recruiting is a challenging job and like any challenge one is bound to make mistakes in hiring which can unlock patterns of other errors. Any recruiting exercise conducted by you or your firm that has no efficient outcomes but harmful consequences must be prevented to avoid recruitment mistakes.

Tiny blunders can be forgiven and forgotten, because recruiter is a human being and not a certified perfect being. However some mistakes have harsh consequences for you and your firm ranging from wrecked recruiter reputation to becoming known a company that has got none of any top talent. Which is why these recruitment mistakes are rightly called deadly sins of recruiting.

* Fierce negotiation

It is a great challenge to negotiate with the candidates for a job position about salary. If you offer them a remuneration that is similar to or less than what they are currently earning you are likely to lose the candidate on that spot.Remember when you negotiate to something lower than the candidate presently earns the candidate feels undervalued and disrespected and rather than saving your company some money from negotiation, it can result into decrease in company’s brand status.

* Hunting only for active candidates

This is a recruiting strategy where your firm only looks for resumes that flood in and interviews them. However these active candidates constitute only 30% of the total employee market and so overlooking the passive candidates can be a mistake.

* Treating rejected candidates inadequately

It is evidently seen that the recruiters treat the rejected applicants poorly and forget about them completely.Always remember you have to maintain your reputation as a hiring brand all along. When you make this blunder it will kill your entire recruiter brand and harm your sales eventually.

* Believing in massive budgets

For the recruiting process you really do not require a giant budget, but it is always beneficial if you already got one.To improve the process and efforts you can simply make sure that interviewing and on-boarding events are strong and even contact every candidate irrespective of whether they were selected or not to let them know what is their status in your deliberation procedure.

* Rejecting the overqualified candidates

This is an error made out of short-sightedness. Recruiters think that these overqualified candidates can become expensive, may turn bored or will not stick for the long run.You have to consider that these proficient candidates can lead to increased businesses and bring evident growth to the company in very less time.