Neither candidates nor recruiters are completely perfect. We all make mistakes. However, understanding what exactly causes the loss of appropriate engineering candidates and what harms your company’s reputation can save you money, energy and prevent you from professional burn-out.
Recruiters’ job is highly demanding. Dealing with tons of information can be overwhelming. We believe that the stress regarding recruitment processes can and should be minimised. Therefore, we composed the following outlay of mistakes based on our observations.
In this article we highlight specific mistakes that can be done from the moment of making a job description to coming up with a pull of candidates for interviewing.
An advertisement that does not clearly reflect the essence of a job position.
Your job layout is a gateway to the application process. Remember that an ambiguously understood vacancy can dramatically decrease the number of suitable candidates. Here are some recommendations on upgrading your vacancy outlay: http://blog.qreer.com/tips-for-hr-specialists-optimizing-a-job-advertisement/
An “Old” job.
Refresh your vacancies on the job boards you use. After a while, candidates seeing the same position for a long time tend to think that something is kind of wrong either with this job or the company itself. What is more, they might be right as something can be confusing about your vacancy description – see point N.1 above.
Not spreading jobs via social media.
Filling some engineering positions can be quite tough. Many job boards, especially leaders in general internet recruitment, do not take their time to spread particular vacancies in specific social media groups, because they simply have so many jobs in completely different disciplines that are impossible to advertise. The team of Qreer.com believes that keeping in touch with potential candidates is highly important, so we dedicate our time and attention to post jobs exposed on your website in relevant online communities, as a result these jobs attract more applicants. If you feel that your job board is not transmitting your vacancies on social, it is crucial to do this yourself, especially, when it comes to rare engineering specialities and industries.
Not checking references.
Unfortunately, some people do exaggerate their skills and expertise in certain areas. Hence, it is prerequisite to control data received from your applicants by calling or at least sending an e-mail to their current or previous employers and/or university. A 5-15 minutes call can save you more than an hour of possible interviewing.
Not giving any feedback.
We understand that your time is valuable and that you receive many applications every single day. However, not providing any response to your applicants can cause damage to the organisation and is difficult to correct. In case of ignoring an applicant he/she might 1) stop being a customer or less likely to become one in the nearest future, 2) share this negative experience with his/her family, colleagues and friends, 3) go online and share this on various online platforms and communities. In some cases several comments, in some – only one negative blog post can make a devastating impact to your HR-brand. Just take your time to send a polite and respectful message and save your time of defending the company’s reputation.
So, here are some points we wanted to draw attention to. Next time we will discuss mistakes that recruiters make during the interviewing process and further.
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Keywords: recruiting mistakes, references, technology, science, career, job, engineering, tools, business, reputation, HR, high-tech, Europe, internet, online, job board, recruiter, hiring