Six mistakes in recruiment

Wednesday, 21/10/2009, 09:44 GMT+7

Recruitment is one of important things to the success of a company. Still, some employers don’t really realize the importance of that process and often make some mistakes that they have to regret later. The below are some mistakes employers often make.

1. Not have thorough review of resumes
It will be wrong if you think that everything candidates list in their resumes is true. Before deciding if you should contact them for an interview, you still have some ways to check their honesty, such as: phoning or writing to their former supervisor, checking their pay slip, using your network to investigate them… All these actions help you have a precise evalution of your candidates in an easy and quick manner.

2. Too much favor degrees

Do you know the trend of recruitment today is passion instead of degrees? In fact, many employers tend to evaluate candidates by counting the number of degrees attached in their resumes. However, you should remember that some candidates with many degrees often lack experience, because they have to spend lots of their time on learning.

On the other hand, professional employers usually evaluate candidates via their performance, the benefits they brought to their previous companies, rather than counting the degrees these candidates got. However, degree is sometimes a must in some fields that require high expertise necessary for the candidates to undertake their role successfully.

3. Fill in vacancies hastily
When an employee leaves his or her job suddenly, it is like the absence of a link in a chain and this negatively affects the productivity of the company. A typical employer may try to find a new person to fill in the vacancy hastily. However, the new recruit perhaps doesn’t have enough experience and skills the job requires. It’s a waste of time and money, isn’t it? Hence, you should spend sufficient time on finding as many suitable candidates as possible, and then you can find the most suitable candidate among them.

4. Promise the moon
It’s a serious fault when an employer promises too much with candidates in recruitment process, but things turn out to be different afterwards. That not only disappoints the new recruit but also influences the prestige of the company. Even worse, those hearsays will travel very fast like the lightning speed. So, you should be careful when promising with the candidates, candidly telling them how much you can meet their requirements.

5. Be unprofessional during interviews
Not many employers have the ability of asking probing questions to discover the capability of a candidate to find the most suitable one. If you want the candidates to show their genuine characteristics, ability, knowledge etc. you have to be clever in making the interview a two-way dialogue.

Moreover, if you are unprofessional at interviews, some good candidates can feel upset and want to retreat as they don’t have chances to manifest their best.

6. Write unclear and “sketchy” job description

A full and clear job description plays an important role to attract a good employee. A sketchy job description may confuses the candidates as they don’t know if they can satisfy the recruitment requirements. Specially, the fuller and clearer the job description is, the easier the employer can find a good and suitable candidate. If you want to hire a candidate for teamwork purpose, it would be wrong if you select a candidate who prefers working independently and vice versa. For example, if you need to recruit a PR staff, the candidate can’t be a shy person. And for a sales position, you must need an active or aggressive candidate.

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