1. 'fill in the blank' recruitment
When you suddenly fall into a situation where your employee suddenly quits and without notice, it greatly affects the work line and work quality, you immediately look for a new employee. to fill that void. That thinking is a completely wrong thought. Urgent hires are employees who do not have the skills that businesses really need. Take the time to research the candidates more thoroughly to match the best job, proactively select a good candidate for that vacancy. Have you thought about the problem of having to continue to replace employees when urgently hiring a candidate to fill a vacancy? Therefore, it is necessary to carry out the recruitment process properly and fully, not to shorten the period and make hasty decisions that will easily lead to unpredictable consequences for the business.
2. Recruiting of competitors
Recruiting the right people from competitors is one of the wisest strategies of businesses. However, just because that candidate used to be an employee of a competitor and close their eyes to hiring right away is a mistake. Don't hire people who don't have a lot of stellar records just because they're ex-employees of a competitor. You need to thoroughly understand the candidate's capabilities, especially understanding the industry that the business is pursuing.
3. Don't let the candidate speak
The job of the recruiter is to ask questions to learn and explore about their candidate and answer questions to better clarify the business and the job applied for. However, that doesn't mean you're constantly talking about the company, business, or position without giving your candidate a chance to say anything and express themselves. Even in many cases, recruiters accidentally interrupt the candidate's words, which not only shows politeness but also shows that you are unprofessional, outspoken and hasty in action. mine. And if you don't let the candidate speak and express themselves, you won't be able to hire the right person for the position you're looking for.
Do not impose the company's existing regulations on the candidates, but let them freely make important suggestions about starting salary, bonus, starting date, vacation days, overtime... Doing this both shows respect for them, and helps employers understand which candidates have the right desires for their business.
4. Lack of interviewing skills
To know that the candidate is really the person who meets your requirements, you need to be skillful in how to ask interview questions. The ability to select and arrange the interview process with the intended questions is a must-have ability of any good recruiter. You have to be subtle and tactful so that the interview is a two-way, balanced exchange, through which both sides can understand each other, evaluate each other and you can see the candidate's true ability.
5. Choose the candidate you like instead of suitable
Recruitment is to choose talented people who are most suitable for the job so that they can use their skills and knowledge to serve the company, not find people who can make friends, easily communicate and be suitable. with your own self. Today, however, many recruiters get caught up in recruiting people they feel are a good fit for their speaking style and often appreciate candidates who have similar traits like themselves. about hobbies, ways of working or even normal ways of communicating and talking. Bias is inevitable, however, it is important for you to know that the core purpose of recruitment is to find someone who is willing to help you grow the company.
Avoiding these mistakes is something every recruiter must keep in mind. These are pretty common mistakes. If you want to recruit talented people, stay calm, think correctly and put aside the biased mentality. Directly facing candidates, seeing and evaluating them in the most straightforward way will help you easily find talented people.
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