Even recruiters with years of experience can fall victim to hiring mistakes. Recruiting high-quality talent requires planning, organised processes and a whole lot of work.

When you’re under pressure from managers to fill a position quickly, processes can often fall by the wayside. So we’ve compiled our top mistakes to avoid this year to keep you on track with attracting and obtaining only the best talent for your company.


Mistake 1: Rushing the process

While dragging out the recruitment process for too long can mean you lose out on top talent, rushing could actually leave you in the same scenario. Conducting the process too quickly means you risk hiring the first person with relevant experience, rather than sourcing the best talent. You need to strike the right balance and stick to your plan.

If you rush you will have bypassed all manner of issues. You could have completely skipped vital steps by not following an organised recruitment process.

Moving too quickly means you may not have even defined a description of the role. If you’ve not even worked out what the role will entail, how do you expect to find the best candidate?

If you’re in a rush, you’re more likely to push aside any red flags you spot regarding the candidate. You’re also more likely to gloss over gaps in the experience of a candidate and leave them to deal with at a later date.

This is all bad practice but totally avoidable with a proper plan in place.


How to avoid this mistake:

You need to define the need for the position first, plan and write an awesome job description then follow all of your recruitment processes  step-by-step.

Making sure you don’t rush to hire too quickly, means you won’t miss out any steps. Each step is there for a reason and are all important cogs in the overall wheel of your hiring process, so always keep that in mind.

Remember! Don’t skip any steps in your process – no matter how much pressure you’re under to get a new employee through the door.


Mistake 2: Not thinking long-term

Retaining employees is so important. Long-term members of your team are valuable for a range of reasons. Rushing recruitment not only means you run the risk of hiring the wrong person, but they are also unlikely to be with your company for the long-haul.

High turnover reflects badly on your company and is also financially unviable. The cost of replacing your staff can be worryingly high.

All businesses should want to create a productive and harmonious environment and culture. So it’s best for your company to think about creating a stable and satisfied workforce from the very beginning of your recruitment process.


How to avoid this mistake:

Think about the future and hire for retention. Having a long-standing employee base means you have a team of knowledgeable and reliable people working for and representing your company.

Implement a comprehensive plan to retain each employee from the beginning of the recruitment process. Make it clear to your candidates in the interview that they are choosing you as much as you are choosing them. Give the candidates a comprehensive overview of what it’s like to work with you and allow them to ask questions.

Be honest with them and create a positive candidate experience. If they choose to work for you above other companies they have interviewed, you have started the retention process. Following these steps means both you and your new employee will be invested in the future of the company, creating a fantastic, long-term working relationship.


Mistake 3: Neglecting to consider how they’ll fit in the team

The mistake recruiters make here is recruiting purely based on the ‘on paper’ experience of the candidate. The knowledge and skills your candidate has are obviously valuable but need to be supplemented by personality. In fact, personality is key. There’s no substitute for the perfect fit of a candidate within a team.

Teams need to be able to work harmoniously and can’t function or collaborate properly whilst juggling huge personality clashes.


How to avoid this mistake:

You can train for skills, so during the interview ensure you also ask questions to help you gauge the personality of the candidate. As well as the face-to-face interview, communicate with them over the phone and also via email to work out whether they’re the perfect match.

The way in which a team member interacts and fits in with the rest of the team and wider company is so important. Attract talented people who will fit in with the culture of your company.


Mistake 4: Not investing time in a job description

Avoid at all costs! As previously stated – how will you possibly attract the cream of the crop with a poorly written, vague job description? The best talent will simply avoid even applying for your position if the job description is a bad one.

In this situation, you will waste a lot of time looking through applications from unqualified candidates. Chances are you may even have to start again if you haven’t attracted anyone appropriate for the role. Get it right the first time.


How to avoid this mistake:

Make sure you completely understand the need for the role, understand what it will entail and then get to work on writing the best job description you can.

Avoid being generic at all costs and try your best to make the key information stand out to appeal to the kind of candidate you need for the role. Investing time at this stage will save you so much time and hassle further down the line.


Other mistakes to avoid!

Not trusting your instincts – Sometimes, you just have to! This aligns with the personality and fit point – a candidate can be perfect on paper but not be quite right in reality. Don’t be afraid to trust your gut and make a decision you feel is right.

Failing to learn from previous mistakes – This should really be a no brainer but you’d be surprised! Implement a reflection step after each recruitment process and you’ll find you quickly learn from any mistakes you may have made previously.

Failing to follow-up – Not only is it impolite, but it also means you’re missing out an important part of the process. Following up with all interviewed candidates means you are operating best practice, providing important feedback and easing uncertainty. If a candidate was not quite a fit for the particular role but you were still impressed with them, a follow-up process means you leave the door open for future opportunities.


Carrying out best practice in your recruitment process shouldn’t be underestimated as it means you will avoid common recruitment mistakes that trip many up. Keep our top mistakes in mind and you’ll attract and hire the best possible candidates for your company and achieve your long-term goals.