The 8 Biggest Mistakes Recruiters Will Make in 2020.
A recruiter’s job is never easy.
The recruitment industry is one of the most competitive out there, and clients can be demanding. So, you have to ensure you’re doing your job to the best of your ability, and part of this is identifying mistakes.
We’re all human (apart from you, the one android reading this right now), and we all make mistakes. But the difference is how we identify and respond to those mistakes – that’s what separates the best from the rest.
So, we’re going to highlight some of the biggest mistakes that recruiters are likely to make this year. We hope this will help you to avoid or overcome them, should you encounter them yourself.
Not Checking a Candidate’s References.
Let’s face it, the reference part of any CV is something that is often overlooked, by both employers and candidates alike. Most of the time it’s a case of checking that a candidate has references, before moving on to the parts of a CV deemed more relevant.
Recruiters, don’t make this mistake.
Your job is to ensure the best-suited candidate is provided to the employer. Either this or to find work for a specific person. And if you rely on a candidate’s CV, you’re relying on their own view of themselves. Which, of course, can be distorted.
Going into 2020, ensure you always check with the references on a candidate’s CV. Otherwise, the blame will fall onto you when it’s discovered that a candidate has lied on their CV, and they’re an ill-fit or underqualified for the position.
Speaking of underqualified candidates, you’ll also want to ensure you don’t make the mistake of:
Overlooking an Overqualified Candidate.
This one may not seem like a mistake at first. But if you take a second to think it over, you’ll soon see why it’s on this list. A recruiter will often dismiss an overqualified candidate, assuming that they’ll either not want the position or otherwise.
But, if a candidate is qualified for the position, why not go ahead with it? Overqualified or not, a recruiter should never assume, as the candidate may be more than willing to accept the position. If they are, you’ve got a candidate happy with their new job, an employer with someone more than capable of doing the job, and you’re going to have a successful 2020.
Not Supplying Feedback.
Feedback is one of the most appreciated aspects of job searching, yet many recruiters fail to supply any to either the candidate or the employer.
Don’t make the mistake of not supplying feedback this year.
Simple bits of feedback can help to reassure an unsuccessful candidate and give them the reassurance they need that there’s still a position out there for them. Which may not seem like much to a recruiter but may mean the world to someone looking for work.
Failing to leave feedback isn’t fatal to a recruiter’s career, however. It’s a sad truth that not receiving feedback in relation to job searching has become somewhat of the norm in 2020. But, the simple act of giving feedback, either good or negative, shows that you’re not a recruiter that clocks out on the dot. It shows you care for the wellbeing and future of your clients and will set you above and beyond your competition.
Rushing the Process.
As the saying goes, slow and steady wins the race.
Ok, so we’re not suggesting taking every job super slowly. Because there will, of course, be times when urgency is required. Equally, rushing the job will increase the chances of you making mistakes and will potentially give off the impression that you’re just looking to close every deal – rather than serve the client’s best interests. This is a reputation you’ll want to avoid as the recruitment industry grows even more competitively in 2020.
Taking the appropriate time to successfully fulfil your client’s needs will serve you better than rushing to close deals, in both the short and long-term.
Ignoring A Candidates Ability to Fit into a Team.
Finding a candidate with the skills needed is one thing, but that’s not your job. You’re a recruiter. Your job is to find the best-suited candidate for the position. This includes their ability to fit into a pre-existing team of people.
Failing to acknowledge someone’s ability to work in a specific team can have the same effect as suggesting a candidate who lacks the required qualifications. After all, specific skills and qualifications can be taught, but personality can’t.
If an employer has emphasised that the role is part of a team and that the position includes working closely with people, make note of this. This is a mistake that can look bad on you if it backfires, and the candidate fails to gel within their new position.
Quickly Writing a Job Description.
Recruiters often make the mistake of rushing a job description, with many thinking this isn’t exactly a crucial part of the job.
But think about this logically for a second. Your job is to provide the best possible candidate for a job or client. They want the best, so you’re searching for the best. But are the best likely to licking their lips at the sight of a poorly written, vague, and dull-sounding job description? I hate to deal in absolutes, but no.
You may be able to talk the talk (I once heard someone describe this as “I could sell a hair comb to a bald man”, true story), but how can you be expected to attract the best candidates in the first place if your job description is poor?
No part of a recruiter’s job should be rushed, especially selling the job to potential candidates.
And there you have it, the 8 biggest mistakes recruiters will make in 2020. If you’re interested in reading more blogs about the recruitment industry and job searching, click here. We publish 2 new blogs a month all about recruitment and job searching.