Avoiding the 5 Most Common Recruiting Mistakes

Comments Off on Avoiding the 5 Most Common Recruiting MistakesWritten on October 3rd, 2011 by
Categories: Corporate Recruiters, Third-Party Recruiters
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Third-party recruiting is pure sales. When opportunities are lost, when a candidate jumps ship in the eleventh hour, most of the time it’s because the recruiter made a small mistake in his or her process. This is an error that could have been easily avoided.

Here’s a list of the five most common mistakes in recruiting and staffing, and EXACTLY how to make sure you don’t make them.

1. You're not focusing on your candidate pipeline. Every staffing specialist knows that you have to have your pipeline full of qualified candidates, all the time. We can manage candidate expectations, but no recruiter can force the individual to take the job if they decide against moving forward on an offer. If you focus on effectively managing your pipeline, you'll always be prepared when the fickle candidate bails.

2. Failing to follow your own recruiting process. It happens sometimes. In an attempt to get the candidate through the hiring company's process as quickly as possible, we cut corners in our own steps. Did you perform reference checks? Are you speaking with your candidate on a regular schedule? A deal will fall apart in a heartbeat if you don't follow your own plan.

3. Trying to close your candidate too soon. Recruiters are in the business of creating matches between employers and candidates. We have to sell both parties on the fact they are a match. If you fail to create that match in their minds, you risk losing the placement. Always know the variables that can make the deal fall apart, and remove them by ensuring both parties are sold on each other before closing.

4. You're not recycling your best candidates. You worked really hard to uncover this passive candidate. The client passed on him. You deliver the feedback, and the candidate blames you. As tempting as it can be to move on, recruiters have to focus on managing expectations and placing the candidate elsewhere. Making the most out of each recruit is working smarter.

5. Avoiding follow-up through the guarantee period. You've invested significant hours in sourcing, interviewing, and placing your candidate. They started the new job, and the employer calls to tell you it didn't work out. Recruiters have got to be vigillant about following up with both candidates and hiring managers once the placement is made, or risk the chance of performing a replacement search. Follow-up is the key to recruiting success.

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