4 recruiting mistakes to avoid
If you experiencing challenges in recruiting, probably you do one of these mistakes. When you identify and eliminate these recruiting mistakes you may see a growth of your recruiting efficiency.
1. Only active candidates
If you use job boards as the only tool to attract candidates you limit your search by active candidates.
There are about 25% of people who are looking for a new job and visit job boards.
If you want to increase the number of candidates in your recruiting funnel you have to work with passive candidates.
Passive candidates are specialists who are not actively looking for a new job, but ready to review interesting career opportunities.
2. Your interview is like an exam
At the interview, you ask the candidate questions to learn more about his/her experience, knowledge, and motivation.
But you forgot to sell your vacany.
You don’t emphasize your career opportunity is probably the best choice for the candidate.
If your competitor does the “selling part”better than you, then a candidate may accept a job offer from a competitor company.
3. Large intervals between interviews
Do one-two weeks pass between different stages of the interview?
During this time, a candidate may receive a job offer from another company that offers a similar or worse vacancy, but has a faster recruiting process.
4. You use a “hope recruiting”
How often did you extend a job offer to a candidate who was not ready to accept it?
If you extend an offer, hoping that it will be accepted and waiting for an answer you limit your chances to fill a vacancy.
Before you extend an official job offer you have to get confirmation from the candidate that he/she ready to accept the compensation package level you want to offer.
To eliminate such mistakes we use a special technique called “trial close”. If you are interested to learn more please contact us for a free consultation.
In order to hire the best candidates available on the market, you have to eliminate some recruiting mistakes. You have to work with active and passive candidates, pay attention to the “selling part” during your interviews, do recruiting fast and extend job offers only to candidates if they are ready to accept them.