Finding the right candidate for your open position is not an easy process. From getting the word out about the job, going through all the incoming resumes to select the best ones, and then finally going through the interview process. There are many moving parts, and it’s easy to make mistakes that will lead to letting great resumes slip through your fingers, and the wrong candidates making their way through the interviewing process. Here are 6 mistakes to avoid.
Providing a detailed and accurate job description
Finding the right candidate starts with writing an accurate and detailed job description. Providing a vague job description will lead to too many applicants applying for the job, which will make it more difficult to narrow down the best candidates.
Not asking the right questions in interviews
Make sure to take the time to ask probing questions during the screening and interviewing process. This will increase the chances of gaining a true understanding of how someone will do in the job. Having a clear idea of someone’s skills and personality type, and how they fit into your organization and the job role will drastically reduce turnover costs.
Checking references
According to a SHRM survey, as many as 25% of employers don’t check references. Performing a reference check will help confirm that the candidate has been honest on their application and also to ask probing questions to get a sense of their job performance and personal qualities.
Sell the job and the company
In the current market, many job seekers will have multiple opportunities. Be sure to get your applicants excited about the prospect of working for your organization. Let them know why your company is a great place to work at, and what your employees like about it. Talk about what makes your company different and any special benefits and perks that come with working for your organization.
Prepare the candidate
During the initial conversation/screening, help your candidate out with anything they need to know about the company or specifics about the job they are applying for. This will allow the interviewer to spend more time on important issues such as determining the candidate’s skills and fit within your culture. Also, let the candidate know the name and titles of those who will be conducting the interview and eliminate any other questions that will waste time during the interview.
Overanalyze and make assumptions about resumes
According to a survey on The Ladders.com, recruiters spend an average of 6 seconds assessing a resume before making a decision. Also, don’t assume anything from a resume. If they live far away, they may be willing to relocate, or they may have experience with something you’re looking for even if it’s not specifically mentioned in the resume. Resumes are not perfect or complete documents, so if you can’t rule someone out based on basic qualifications, take the extra minute to give them a call to find out more. If they are not the right fit, they may know someone else who is.
