Hiring the right people for the right roles has never been as challenging, and companies have now become more aggressive than ever in their recruitment efforts. These days, there are more employers looking for employees than employees looking for work.
In fact, because finding great talent is such a challenge, a number of businesses have started advertising nonexistent jobs just to collect potential hires for future openings.
Employers are already spending thousands of dollars on the hiring process, but they might be wasting resources if they’re using ineffective approaches to hiring. In this article, we’ll share some of the most common mistakes in hiring and recommend ways to correct them.
Not Collecting Hiring Data
Numerous companies have already started capitalizing on digital advancements to enhance recruitment. Hiring managers are already on the right track by using social media and injecting proper keywords in job vacancy ads.
However, most have yet to use digital platforms for gathering necessary data that could enhance their company’s recruitment process. Only a few employers track information such as hiring time, cost per hire, and other result-related specifics that may be able to guide them in developing better hiring strategies.
Without data that digests candidate patterns and measures results, companies would be sorting through a vast web of applicants and might be repetitively employing unproductive hiring tactics. These would unnecessarily prolong the recruitment process and render it inefficient.
Employers should collect data for recruitment success metrics. Data on hires, like their length of stay in the company, their educational background, or their set of skills, would help determine the right candidates for future job posts.
Measuring data can also help employers determine which channels generate the best outcome at the lowest cost. It helps them pinpoint the most optimal methods—whether through social media recruitment, referrals, or traditional hiring—for sourcing applicants.
Data-driven hiring would not just be able to help companies streamline candidates, which would shorten and simplify application processes, it would also help lower turnover rates and improve employee retention.
Prioritizing External Hiring
Because they are on the lookout for the best hires, many hiring managers use social media networks, online job platforms, and even applicant tracking software that can serve targeted job posts so they can reach as many potential candidates as possible.
While finding talent outside the company has its merits, fixating on discovering new external hires has its disadvantages. There may be talent in the existing workforce that the organization has yet to maximize. Employers may be overspending resources on searching elsewhere when there are already great candidates within the company.
Furthermore, welcoming new blood may affect office culture and disrupt workflows that have already been established among existing employees. There’s also no guarantee that new external hires would fit in with the company well enough to stay there long.
Companies should consider the people already working for them whenever job vacancies arise. There may be plenty of employees who would be more than happy to move up or take on a new role. Opportunities to be awarded new positions could raise their motivation and propel their career development.
Hiring from within would also entail less recruitment costs. Employers can cut back on the time and energy used for orientation and onboarding new people. Moreover, existing employees are already familiar with the company’s ins and outs, which gives them an edge over external applicants.
Setting Unrealistic Job Requirements
Employers want to find rock star talent. This is what drives most of them to create job descriptions or to include buzzwords in job titles that sometimes sound unattainable.
But using job posts with unrealistic demands may just make the search for good applicants harder.
Remember that the job requirements section is usually the first thing that potential recruits look at. Most applicants don’t bother applying for jobs that they feel are beyond their capacity.
Employers should simplify job requirements. They shouldn’t require five years’ worth of experience for a vacancy that can be filled without it.
Companies may also explore running job ads via a recruitment software tool that can help determine the right qualifications needed to attract applicants.
Cutting down qualifications will not just prevent job advertisements from intimidating applicants, it would also help employers create a more diverse workplace. A varied team can allow organizations to come up with more innovative ideas, explore more creative solutions to problems, and attract a wider array of talent.
Focusing on Active Job Seekers
It’s natural for employers to immediately go for active applicants, especially for positions that they need to fill quickly.
But sourcing from a pool of active applicants could sometimes be tricky. Employers must consider why these candidates quit or are quitting their previous jobs. A bulk of active applicants are also inexperienced or fresh out of school and may just exaggerate credentials to get the job.
Employers should also consider passive candidates. Broadening their search beyond active job seekers brings employers a range of experienced candidates who are already proficient at their jobs. According to employee surveys, a majority are willing to switch companies for the right price and opportunity and there’s only a number who’d say otherwise.
Asking for referrals is also a great way to find the right candidate. A lot of employers source through referrals. Referred hires are usually fast learners—their referrers can help them adapt to the office culture and navigating through new tasks.
Targeting a Broad Pool of Candidates
Virtual recruitment aims to optimize job searches, making the hiring process much faster and cheaper. After all, online job ads can reach millions of people. While this is a great way to find applicants, it also draws in a wide pool of talent, most of whom do not even qualify for the job.
This makes the job harder for recruiters, who usually sift through résumés for a single vacancy for as long as 23 hours, needlessly making recruitment more time-consuming and costly.
Marketing to a smaller pool of qualified talent may improve recruitment. Posting targeted job vacancies would weed out unqualified applicants. This would save recruiters more time and allow them to focus on other important functions such as creating strategies for the next recruitment.
Using hiring platforms or applicant tracking software also helps recruiters generate recruitment leads. These tools can help match jobs with specific applicant skills.
Some employers also issue standardized tests to immediately verify applicants’ abilities. This is especially important for technical jobs, as it helps employers identify which candidates have the required competencies.
A lot of employers also build a candidate database from previous hiring periods, making it easier for them to find prequalified applicants as vacancies come.
The Importance of Hiring Correctly
Hiring employees is already expensive and time-consuming as is, but exercising wrong approaches to hiring is even more tedious and costly. This is why employers need to review their recruitment methods and see where the gaps are or how processes can be improved.
Properly gathering and evaluating hiring data, considering internal and passive job candidates, setting attainable job requirements, and using more targeted methods for qualifying applicants would all help a company produce more effective recruitment results.
A better recruitment strategy would not only save companies time and money, it would also ease their search for the right hires, and hence, minimize turnovers and boost employee retention.