Mistakes to watch out for in the recruitment process!

I. Mistakes to pay attention to in the recruitment process

1. Too many interview candidates at the same time

After screening candidates, the next step in the hiring process is to schedule interviews. Usually, companies hold a centralized interview for candidates to save working time.

This is a very common mistake in almost every company. That not only causes a bad impression of the company's image in the eyes of candidates and partners because of the lack of professionalism in working style, but also causes great impacts in the general work.

If you have time constraints or people need to interview a lot of people, try to predict the number of candidates and their likelihood of getting involved based on resumes and phone confirmations.

Based on that, you should try to keep the number of interviewees at a reasonable level to ensure the quality of the interview as well as not to leave a bad impression about the company in the eyes of the candidate.

2. Employers do not look carefully at candidate profiles

This is one of the common mistakes that a lot of recruiters make. You need to know who you're bringing into the company. You need to check the authenticity of what the personnel you write in their CV.

You need to look at the candidate's resume from many perspectives and always "be on the lookout", don't believe everything the candidate lists.

Call the candidate directly to talk to them. In addition, you should call the former manager to verify that the things the candidate listed on the application are true or not.

3. Do not provide job information to candidates

The fact that a recruiter cannot provide key information about the job position, company policy when the candidate asks questions is a very bad mistake. Candidates will feel vague and skeptical about the position they are applying for.

This will make the candidate feel bad about the employer and the company. Therefore, as a professional recruiter, you need to pay attention to not make this mistake.

4. Overly trusting first impressions

One mistake many recruiters make is trusting first impressions too much. They often judge candidates based on whether they like them or not, without comparing the candidate's ability to the responsibilities of the position.

The advice for you is not only to use the first impression when meeting to make a good or bad assessment of the candidate, but to combine it with many different objective aspects to make the best decision.

5. Employers attach too much importance to qualifications

In the past, a degree can be considered an important factor and accounts for a large part in the hiring decision of HR professionals, but today, with the modernity and development of life, a degree only plays a role part of the hiring decision.

However, there are still some employers who are interested in a candidate's qualifications without focusing on the skills and experience that the person actually has.

Focusing too much on qualifications, inadvertently, employers will ignore some candidates with real potential with a lot of practical experience who are the ones that the company needs and wants even though the qualifications are not equal to anyone. This can cause the company to ignore potential talent right in front of them.

6. Forget the element of corporate culture

Not mentioning corporate culture is a mistake that employers need to avoid. When being interviewed, surely talented candidates will pay a lot of attention to the unique features of the company.

Company culture is the leading factor that candidates are interested in today, directly affecting the decision to stick with that company for a long time or not.

During the interview process, the employer does not forget to introduce the highlights of the company culture to the candidates including: benefits, salary, special benefits and flexibility...

Through being provided with incentives, candidates will have a favorable view of the company and feel the respect of the company for them.

7. Outdated technology

As employees, they want to feel they are working at a competitive, continuously improving business. Therefore, in order to recruit and retain talent, companies need to keep up with technological advancements.

In the current 4.0 technology era, regularly updating social media will be of great help in attracting talent.

Not having a presence on social media or an internal website that is not regularly updated can affect a candidate's judgment when learning about your company because they will always proactively seek out business information in advance through those channels.

Vietnam Manpower hopes this article has helped you have more reference information to apply to future jobs!