In 2020, the average turnover rate was over 57%, according to the Bureau of Labor Statistics.
While this number is high, it depends on numerous factors. Some of those factors can be influenced by employers and their hiring decisions. In fact, many employees who quit quickly may have been set up to do so since day one.
If you’re responsible for recruiting new talent for your company, there are several things you can do to choose committed candidates. And similarly, there are several mistakes you might make that almost guarantee you’ll hire the wrong people.
Read on for eight common recruitment errors to avoid if you want to keep high-quality, long-lasting talent.
1. Posting Bad Job Descriptions
You may know why your company is an amazing place to work. And you may have a clear understanding of the role that needs to be filled. But for job applicants, they only know as much as you tell them.
That’s why it’s crucial to create job descriptions that are clear, engaging, and motivating for prospective employees. You must accurately define the job requirements and typical duties to attract the right fit.
Make the job description interesting to read, but don’t embellish it. Keep details realistic to avoid overselling.
2. Offering a Low Salary
You may be a struggling small business or startup in its early stages, but you can’t overlook pay.
For many candidates, a job’s wage or salary is one of the most important factors when choosing where to apply. Even if you don’t offer this information upfront, many will research on websites that allow users to report their salaries.
The last thing you want to do is form a reputation as a low-balling employer. Not only might this lead to higher turnover rates, but it’ll also repel quality candidates from applying.
Make sure the salary you’re offering is fair for the market, including inflation.
3. Not Recruiting Outside Your Area
With more jobs being done remotely than ever before, there’s no reason to make the mistake of recruiting new employees only in your local area.
Great talent can be found everywhere from the next city over to the other side of the globe. Consider hiring beyond your region to find the best candidates.
If you’re not sure how to source from other areas or countries, turn to these experts for help.
4. Hiring Based on Similarity and Familiarity
Whether you’re an HR professional or a business owner, you likely have an idea of your company’s current culture. And if a team needs a new person, you probably have an idea of what kind of individual would fit right in with the gang.
But it’s a common mistake to hire someone who fits in with the team perfectly.
Many people hire someone who will be similar to their coworkers. You may even try to hire someone who is similar to the person they’re replacing.
But instead of searching for candidates based on similarity and familiarity, try looking for talent that stands out for their uniqueness.
It’s best to hire someone who offers a fresh perspective, rather than mimicking the opinions and ideas that already exist within the company. So instead of hiring more of the same, try going for someone completely different than what you had in mind.
5. Asking the Wrong Interview Questions
When interviewing job candidates, you may be asking the wrong questions.
First, make sure to never ask personal questions, such as asking about someone’s family or questioning if they want kids. These questions are unprofessional and may even be discriminatory.
Then, eliminate any questions that are common interview questions. Many candidates have experience answering these questions and may only provide a canned response.
Keep questions focused on the job at hand, inquiring about how their experience and skills make them the right choice. Keep questions as open as possible, though try to avoid hypotheticals.
6. Rushing to Hire
An employee quit, and you need a new one fast. You may be tempted to hire one of the first people you meet, but you’ll likely find that patience pays off later.
Any employee you hire will require time spent on onboarding, training, and getting them acclimated to their coworkers. No matter who you choose, it’s a big commitment. That’s why it’s better to wait until you find a suitable person before investing time and resources.
On the other hand, don’t wait forever hoping to find the perfect candidate. Have specific must-haves and deal-breakers in mind, but otherwise be flexible; no matter how long you wait, no one will ever be the perfect employee.
7. Rejecting Overqualified Candidates
Some employers shy away from highly-qualified candidates for a few reasons:
- they think they’ll be difficult to train
- they think they can’t pay them enough
- they’re worried they’ll quit once they find a “better” opportunity
- they think the candidate will outshine managers and seniors
However, some overqualified candidates are actually the perfect choice. Their talent and skills can be invaluable to your team. Even if they’re not in a position to manage or train others, their background might still rub off on their coworkers.
And if you’re still worried that highly-qualified candidates may not be satisfied with the position, think of other ways to keep them engaged. This might include offering them rewards, special challenges, or an opportunity for promotion.
8. Ghosting Candidates
It’s frustrating having a candidate ghost you after they’ve applied or been interviewed. But don’t forget that it’s wrong for you to ghost them too.
Whether you’ve already made a hiring decision or not, it’s important to keep candidates in the loop. Don’t just disappear, never responding to candidates’ emails or inquiries. Let them know that you’re still reviewing applications or interviewing others.
And if you’ve already filled the role, don’t be afraid to let them know. That way, they can move on to other opportunities.
Don’t Make These Common Recruitment Errors
The employee recruitment process can be challenging, but it can be made easier by avoiding common recruitment errors. Watch out for these eight mistakes if you want to hire the right people for your company.