Top 5 Common Recruiting Mistakes
Hiring the right candidate for the right job is important for building the best local government team. However, finding the right person for the job can be a hassle, especially if more than half of the applicants are unqualified for the position. The recruiting methods you use are the basis of creating a good team, so you need to assess how you are recruiting new employees if you want to build a better team.
Take a look at five common recruiting mistakes and how to avoid them.
- Rushing the Hiring Process
It's tempting to hire the first candidate that applies for an open position, especially if the role has been open for quite some time. Don't put yourself in the position to make a mistake because you're trying to fill the role in a short time. Delaying the hiring process could be the best option for finding the perfect person for the position.
The urgency to fill a position could push you to make the wrong decision and cost you more when it comes to time and money for training the candidate to fit the role.
- Insufficient Job Requirements
With so many applications, it can be meticulous to filter through and find the best candidates to interview. The best way to accurately and easily identify candidates who are best suited for the job is by disclosing as much as you can about the requirements for the role. Often times, organizations make the mistake of posting vague job descriptions. Limiting the information can result in a situation where candidates apply for a job when they aren't actually qualified for the role.
Not always, but in most cases an applicant will disqualify them self when they review job requirements and qualifications they do not meet. Posting clear job descriptions and sharing as much information as possible can save time for you and the candidate.
- Saying No to an Overqualified Candidate
It's easy to reject an overqualified candidate out of the fear the individual will leave after a short time, become easily bored, or become too expensive to keep, which can be a mistake. This approach is short-sighted, especially if you fail to see the benefits that the employee could bring to the organization.
Instead of looking at the short-term goals, try looking at the long-term goals to ensure you're hiring the right people to contribute to those goals. When you focus on a longer time frame, you will see that salary isn’t quite as important if that employee can contribute to higher levels of growth for the organization.
- Hiring Candidates Like Your Current Employees
There's nothing wrong with wanting to hire someone who is like the current employees you have, but too much of the same mindset can be a downfall. It definitely makes adjusting to the team easy for the new employee, but it can keep your team from thinking differently about solutions for current projects and issues at hand.
Hiring people with different ideas and backgrounds can bring a fresh perspective to your organization.
- Poor Job Marketing Strategy
A poor marketing strategy can have a major affect on the types of applicants you'll receive. Many governments utilize local print media, job boards and digital forums as a way to get the word out. These can be effective, but you may want to start looking at additional channels to build greater visibility.
Social sites such as LinkedIn, Twitter and Facebook are a good source for not only free visibility, but with a minimal investment, these channels can be used to target candidates by:
- Job Title
Having a broader visibility will lead to MORE applications, but a targeted approach can yield BETTER applications.