Recruiting Practices That May Hurt Your Success Rate

Document created by 1050210 on Nov 13, 2014
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Published Date: 09/02/2014


Reneé Watkins

By Reneé Watkins


Every organization invokes its own set of processes and procedures when it comes to recruiting for top talent. There are some recruiting practices, however, that can inadvertently limit your recruiting pool and tarnish your company’s reputation as an attractive work environment among qualified candidates.


If any of the following practices are a part of your recruiting arsenal, you may want to re-think whether they are helping or hurting your recruiting efforts.


Eliminating Resumes from the Currently Unemployed


Many hiring managers are more likely to consider currently employed individuals than to consider anyone who has been unemployed for a long period of time. It is important to remember, workers who are unemployed today are more likely to be unemployed due to the economy and less likely to be unemployed due to any fault of their own.


Studies have shown that workers who have been unemployed for longer than six months received 45 percent fewer inquiries from recruiters than those unemployed for just one month.


Expand your pool and seek to take some of these qualified candidates out of unemployment. Remember, most of these workers are likely unemployed due to a layoff situation and could turn out to be excellent recruits for your organization.


Incorrect Job Descriptions


Inaccurate or incomplete job descriptions only serve to increase the number of unqualified candidates to sift through and result in awkward and unsuccessful candidate interviews when expectations between the company and the candidate do not match.


An accurate and complete job description is the first step toward setting expectations, both for the company and for the candidate. Candidates will do their own self-assessment of the required skills based on your job description, leading to more qualified results. This saves a lot of time for both your recruiting team and for the candidates who may be “less than qualified.” A solid set of roles and responsibilities also sets the tone for the interview and allows the candidate to prepare for putting their best foot forward.


Not Performing Due Diligence


A resume only tells part of the story and often tends to focus attention on key aspects of a candidate’s experience as it relates to the job applied for. Many candidates will write a resume that is tailor-made to the position advertised in order to secure an interview.


If you are unfamiliar with this candidate, take some time to perform your due diligence on them before you contact them for an interview. Professional networks such as LinkedIn can give you valuable insight to the candidate’s experience and interests. LinkedIn, for example, can highlight where candidates have been recommended due to specific skillsets that may be critical to your job description. Also, LinkedIn has an area where former clients or co-workers can issue statements regarding their experience with this individual. Know something about your candidate before you contact them.


Wages Not Aligned with Position


All recruiters want to hire the absolute best talent for their opening. Typically, when it gets competitive, the highest offer wins the candidate. If your offer is not competitively aligned with the going rate for workers who possess hard-to-find skills, you will typically lose out to the competition.


Take advantage of Wage and Salary Surveys to make sure your pay scale is competitive across your most critical and frequent openings. Get the green light from upper management early in the process for critical positions to be flexible with compensation if it becomes necessary to close the deal.


Too Specific with Job Titles


Recruiters too often limit their searches to candidates with one of two or three exact job titles at their previous or current employer. A CareerBuilder study of 2,000 organizations revealed 55 percent of hiring managers who were unsuccessful in filing a position were guilty of seeking only candidates who had the exact same job title as the opening in question.


Job titles vary widely among organizations. It is far more important to understand the candidate’s experience and relate it to the opening you have. When providing candidate resumes to hiring managers for consideration, some organizations deliberately remove job titles to eliminate any bias or preconceptions before the actual interview.


CAI offers a variety of recruiting options to members through our HR On Demand™ service. For more information, please see