How to avoid the 5 common mistakes that Recruiters make while hiring:-

Recruiters today work in an environment of multiple challenges and pressures. Often, they find themselves fighting for the same slice of the skilled job pool as other competitors. On other occasions, the extreme specificity of requirements beats them because they lack the technical expertise to decipher them. The following are some of the common errors that recruiters make, and how we believe they can be addressed:-

1. What You See Is NOT What You Get: Recruiters often accept candidates on face value.Immense pressures on their time leads to situations where they give inadequate time to screening a candidate. They are just flattered by the skills or qualifications portrayed in their resumes, but what they overlook is what the candidate can actually do. To avoid such mistakes recruiters should ask tricky questions different from the stereo-typed ones which will help them to analyze the candidate in a much better way. Watch out for hesitance, slow answers or repeats which often indicate that a candidate is speaking from a script.

2. Referral Policy:-The referral policy is another big mistake which the recruiters follow to make their lives easier. While in principle a good idea, occasionally recruiters do not take a proper interview for the referred candidate since they believe that the candidate is good enough by dint of association. This can prove wrong and create problem in an organization. This can be addressed by following the same selection criteria for referral candidates as any external candidate.

3. Selection Bias:- These days often female candidates are given more preference than male ones sometimes to address the gender imbalance in the organization. Conversely, technical roles still see a bias towards male candidates. To find the right candidates it is essential that recruiters avoid the pressures of fitting the right buckets, and just search for the right person for each role.

4. Traditional method of recruiting not effective:- Recruiters shouldn’t just follow the typical traditional method of recruiting. Instead they can also leverage newer forums such as social networks like LinkedIn or Facebook. However a blanket bombing process on these networks is likely to prove ineffective and it is essential that recruiters take some time to segment and position available opportunities effectively. This will help them to go beyond their traditional means of locating candidates and gain access to a larger diverse pool of job seekers.

5. Job Description provided by recruiter lack detail:-Many times job descriptions provided by the recruiter are too broad and candidates who are not qualified apply for it without understanding the details. So to ensure qualified candidates, the job description provided by recruiter should contain all the details. Such an incident happened recently in a MNC Walk-in Interview. There were a huge number of candidates who came for the interview. The recruiters were totally taken aback seeing this they never expected such a huge number. All this happened just because their job description lacked some important details.