Common mistakes in Recruitment Process Life Cycle


Common mistakes in recruitment process: Jim Collins in his bestselling book, “Good to Great”, elucidates on a principle, “First Who, Then What”, which means that if you get the right people on board, you get to the right destination. 

They will make good plans, navigate the company in the right direction, and get it out of trouble when there is a recession. This can only happen if you follow the best recruitment practices, and avoid common mistakes in the recruitment and hiring process. In this article, we’ll enlist some of these mistakes to help you steer clear of them.

The recruitment process full life cycle

First, let’s briefly explain what’s recruitment life cycle is. It starts with identifying the gap and ends at bringing someone on board to fill that position. There are usually seven stages involved in this process.

1.      Identifying the talent gap

2.     Preparing

3.     Sourcing

4.     Screening

5.     Shortlisting

6.     Hiring

7.     Onboarding

Common mistakes in recruitment process

The recruitment and selection process of a company should be objective and rationalized instead of erratic and random. There should be clear goals defined for hiring a new employee, and the selection process should feature as many relevant candidates as possible. 

Thus, the best recruitment process must not have any prejudices, biases, and lopsided demands to make it non-inclusive.

Other than that, you must also avoid these most common hiring mistakes in the recruitment life cycle.

Creating an ambiguous job description

A candidate must understand what your goals and objectives are from this hiring. They should always understand what they’ll be doing once hired. Using unclear language in job ads is a common problem that attracts the wrong crowd that makes the hiring process faulty.

Giving too much weightage to a single criteria

Some managers focus too much on the interview. This could be a personal bias towards one’s abilities to judge people in a single meeting. While personality and presentation in an interview matter, other factors need considerable weightage to make a better decision.

Failing to avoid biases

This mistake is also a common one, although people would rarely admit to this problem. Different biases exist, ranging from serious issues such as race and gender to small prejudices such as hiring someone from a particular city or college as a preference. Some managers do make such irrational decisions.

Doing it too fast

A common mistake in the recruitment life cycle is rushing the process to bring someone on board. This can create problems not only in the process, but you could also lose valuable candidates who need time to relocate to resign from their old companies. It can also mean you don’t give them enough time to think about making this decision thus sometimes creating short-term employment periods.

Focusing too much on the background

Fresh talent is necessary to bring creativity and novel perspective to an old process inside an organization. In this regard, you must not fall for experience when there is a highly talented candidate that can prosper in your organization in a short time through training, and prove a vital asset in the future. In general, you need experience, but keep an open mind and do not make the mistake of preferring quantity to quality.

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