Recruitment practices: fixing dated norms

March 14, 2016 Stephen Brown
Recruitment practices: fixing dated norms

Recruitment practices have developed over decades to include some standard features used across the recruiting world. But are they all sacred?

We see a lot of job adverts and a diverse array of recruiting processes in our line of work. Whilst we are exposed to some great examples of best practice, we also see a lot of processes that really lack direction and purpose when it comes to selecting the best candidate for a role. Here are some of the biggest recruiting mistakes we’ve come across:

1. Over reliance on resumes

This is a very common one. Given that over 50% of all resumes contain some form of bent truth, and with just about all of them omitting negative points, resumes really are a dated and unreliable way of assessing whether a candidate is the best fit for a role. Sure, they provide a good basis for judging whether they have the correct experience for a job, but a person’s resumes should never form the basis for hiring decisions.

2. Providing equal recruiting resources to all jobs

In order to use resources more efficiently, each job needs to be prioritized according the its importance. This means allocating the most effective recruiting resources, recruiters and recruiting approaches to the most important jobs to ensure that your hire the best candidate first time.

3. Poor job descriptions

This is also very common, with many job descriptions providing superfluous and generic information regarding the role. Usually containing a simple list of tasks, they do nothing to sell the role to a candidate and tell them why they should apply for the job. Recruitment is a two way process.

4. The belief that referrals have a negative effect on diversity

There is a belief that hiring through referrals stifles diversity, however this is simply not true. Studies have shown that sourcing through referrals is the most effective way of improving diversity as well as providing a host of other benefits including improved retention rates, lower costs of hire and producing a greater number of qualified candidates.

By addressing these common mistakes, recruiters can create a more streamlined and effective approach to recruiting, reducing their time to hire and, ultimately, their costs. Remember, it is all about flexibility and creating a recruiting process that is a bespoke fit for your business, roles and the type of candidates you wish to attract. No process is one size fits all, so experiment, and see what works for you.

Previous Article
Hire Tech Talent with Employee Referrals
Hire Tech Talent with Employee Referrals

It's difficult to hire tech talent and for a long time, the tech sector has been notoriously treacherous wh...

No More Articles