Effective recruitment requires cooperation between recruiters and the managers looking for new people to their teams. In order to get the best candidates, however, managers often want recruiters to do impossible things, which is in result no help for anyone. So, what mistakes managers commit the most when filling the vacancies in their teams and what would recruiters advise them? The answers to these questions were published by ERE.net.
Your ideal candidate does not exist in practice
Some managers refuse to accept anyone else than their ideal candidate. They demand the candidate to graduate from a particular university, live close by, have excellent skills and experience from abroad but be willing to work for little money, do the same sport as they do, breed the same pets as they do... Finding such a candidate close around you will be difficult. Therefore, be flexible. Give priority to experience from practice before academic degrees.
It makes no sense to offer a second-league salary to a first-league candidate
The wish to hire the best candidate for the lowest salary is understandable, but not real - especially if you want to drag him from the competition where he have gained extensive experience. If you want the best candidate, do not offer a salary that even an average candidate would not be satisfeid with.
When you start the recruitment process, do not delay further steps
To get the best candidates, you cannot afford to wait a week before you read the CVS, another week before you plan to schedule interviews and other few weeks to decide who will be in the final selection
Do not be afraid of new tools and technologies
If a recruiter offers you to use behavioral techniques of selection or video tools for interviews to make the selection easier for you, use it.
Do not tell applicants why they should work for you
Managers often approach the candidates as if working for you was the only option for them. Instead of talking about why the candidates could want to be part of their teams, they keep on telling them what to do for you. That will certainly discourage the best candidates.
Do not be discriminatory
Do not think that the ideal candidate should be like you - neither in terms of appearance or behaviour. Give people a chance based on their experience.
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