The 5 Recruitment Mistakes You’re Probably Making
There was a time when candidates had it tough—competing with each other to get the recruiters’ attention. But the times have changed. Now, there are nearly as many recruiters as there are jobseekers. In this scenario, headhunters are forever looking for talent, whether or not the candidate is looking for a job at the time.
With enough to choose from, candidates are bound to be picky about the recruiters they want to trust. It is the candidates who are now judging the recruiters based on what they’re doing (and not doing).
If you’re looking to build credibility among jobseekers, these are the 5 recruitment mistakes that you must avoid.
1. Advertising job opportunities with bulk emails
If you’re sending out a bulk of generic emails that advertise job opportunities, the effort is likely to fail. Not only do jobseekers refuse to take such emails very seriously, they’re unlikely to read or act upon them either. Of course, the credibility of these emails is also often questioned.
Related: 7 things never to put in your job ad
2. Not knowing the candidate well enough
Job portals often end up matching jobseekers to the wrong (or even unrelated) job. If you’re sourcing jobseekers through a traditional job portal, you’re going by a very narrow or restricted understanding of the candidate. In this context, an efficient mechanism to pre-screen candidates is non-negotiable. For a detailed, comprehensive and accurate profile of the candidate, make use of MeraJob’s multiple pre-screening solutions. With the candidate’s SmartProfile™, you will be able to make informed hiring decisions at ½ the cost and in ½ the time.
3. Expecting candidates to always be interested
Reaching out to candidates in the hope that they will be interested in the job opportunity right away is a mistake. With enough recruitment options to choose from, a good and talented candidate will need to be convinced that the job you’re offering him/her is worth considering. Candidates aren’t always looking for opportunities. To get them interested in the job, you will have to take far more interest in them. The offer you make has to relevant and worth the candidate’s while.
4. Contacting candidates only when the need arises
Instead of contacting candidates only when you need to fill a vacancy urgently, maintaining a pool of prospective candidates who will make for good options as and when vacancies come up is a good alternative. By keeping communication channels open with these candidates over a period of time, the recruiter also builds credibility and is likely not to be confronted by a situation of urgency when there is a need to hire.
5. Speaking to candidates as telemarketers would
At all costs, recruiters must avoid talking to candidates as telemarketers would. Posing a set of standard questions to every candidate is never a good idea. Instead of shooting questions, recruiters should focus on having an engaging and spontaneous conversation with the candidate. It is often such conversations that tell you much more about the candidate than a standard set of questions ever would. Good candidates typically respond better to relatively unstructured conversations than to a strict set of questions.
To hire pre-screened candidates at ½ the cost and in ½ the time, register with MeraJob.in.
You may like to read this
MeraJob August 29, 2016
3 Job Interview Questions to Ask Millennials
By 2020, the workforce will reflect a prominent presence of millennials. As companies go about hiring larger numbers of millennial candidates, it becomes important to update the job interview strategy accordingly. Millennials are an interesting type; in part about the selfies, in part about the self...
MeraJob October 29, 2016
Hiring Lessons from the Who’s Who of Business
We all have our hiring problems. They could stem from almost anything: -Less number of qualified people; if they are qualified, then they don’t have the right attitude -Fantastic CV but not a great culture fit, and so on. So, how do the big giants like Facebook, Amazon, the Mahindras etc....