7 Deadly Sins of Recruiting
Let’s start with there are more than 7 sins/errors that people commit in Recruiting. But today we will talk about the 7 most common ones.
Treating Recruiting as sales. Recruiting has some components of sales, but it’s not sales. You are not selling anyone anything. You are making a connection, presenting an opportunity.
Treating candidates as commodities. Candidates are not commodities. You aren’t trying to “sell” someone a bottle or an object. Your candidates are one of the most important aspect of the job. Treat them with the respect that they deserve.
Having a long drawn-out process. You say you want to hire the top talent, but then have 7 interviews, each of which are at least an hour long. Top talent usually doesn’t have that kind of time. I get the point to hire the right person, but any more than 3-4 interviews depending on the role is too many interviews.
You ask all the questions, and only leave 5 minutes at the end of the interview for the candidate to ask questions. This isn’t an interrogation. It’s an conversation. You want to see if the candidate is the right fit, but the candidate also has to see if it’s the right fit. It’s not one-sided. You aren’t the FBI, and the candidates aren’t the perpetrators.
You let your bias get in the way. I get it, we all have biases. They come from our experiences. But we don’t have to let them take control over the hiring decision. Just because you had a bad experience with a candidate who did/had/came from X, doesn’t mean every candidate who comes from that background is going to be the same.
You disqualify people quicker than you can finish writing a tweet. A person’s resume, especially someone who has years of experience, needs a detailed review. If they don’t match anything you have, you did your job. But they might be a match to something else you have? Or a position that’s in the pipeline.
Last but not the least: You don’t follow up with your candidates. If you interviewed someone, they need to know if they have been passed on. If you didn’t call them, let the candidates know. All ATS’s have the feature to decline candidates. If you interviewed them, they need a phone call explaining why they weren’t selected. Be honest, but tactful.