Recruitment is a skill all of its own, which is why at high levels professional headhunters and recruitment agents can make a full-time career out of finding the right people for the right professions. It’s also why many essential entities, like the military, for example, spend millions upon millions organizing and utilizing an enlisted workforce of recruitment specialists, solely determined to bring more people into the ranks or giving them a chance to commission. Finding the right people for an important task is no joke.

This is why it’s also essential to review your strategy from time to time, and not to be afraid to resolve mistakes you may be making in earnest. In this post, we’ll discuss four of the most common mistakes companies make when hiring in 2022, and how to pre-emptively resolve them so you only access the best, most reliable, and most qualified candidates for your business, no matter if you have a dedicated recruitment department or not. With that in mind, please consider:

Hiring Biases

It’s a shame to say, but hidden biases and hiring solely based on identity markers present the same problem – an utter refutation of the experience, skills and true passion provided by candidates. It’s good to work on your biases, then, and a forthright means of achieving this is to remove any identifying information from the resumes your hiring team reviews. This will naturally lead to fair and equal diversity, which is always good for companies.

Poor Recruitment IT Management

Managing a great number of candidates, their interviews, expectations and hiring sources can be tricky, even for a seasoned recruiter. That’s why integrating Microsoft solutions for recruitment is so worthwhile, as it can help your hiring team collaborate, better track each candidate, and make sure no quality goes unnoticed.

Rapid Or Group Interviews

It can be tempting to make each interview last for ten minutes or to focus on conducting group interviews where the attendees are split into teams and have to complete a task. 

While this does let you see more people, it doesn’t help you find the depth of what people have to offer and again, tokenizes possible candidates based on their immediate ability to impress, which isn’t the same thing as showing their longevity, worth, and potential. We’d recommend spending a worthwhile amount of time with each candidate, at least 15 to 20 minutes an interview, in a 1:1 setting.

A Lack Of Transparency

You can alienate even your potentially successful candidates if you don’t make it clear what each stage of the interview process involves, if you don’t communicate meeting times, and if you’re cagey about discussing the potential salary, compensation, or benefits they can expect if working for you. Sure, candidates are coming to try and work for you, but that doesn’t mean you have to dismiss them or dangle the job opportunity in front of them in an unprofessional manner. Transparency can equal the relationship here, and allow both parties the respect they deserve.

With this advice, you’re sure to see the four mistakes you’ve been making in your recruitment efforts and fix them as a result.