The official blog of Abacus Group — a place to share our knowledge and thoughts on trends in recruiting

May 29, 2018

Common Mistakes Made During the Hiring Process


The hiring process can be quite complicated and thus exhausting for everyone involved. However, it cannot be forgotten that as much as you are interviewing candidates to work for you, these same individuals are interviewing you as well. Granted you don’t want to overlook crucial elements of the hiring process, there are certainly ways to improve the methodology by finding solutions to the below common mistakes made.

1. Unnecessarily Lengthy Hiring Process

With unemployment rates low in today’s climate, it is clear that it is a candidate’s market. As such it is not farfetched to expect that you are not the only person vying for eligible recruits. If they are indeed interviewing at several firms on top of maintaining full time employment, these candidates are busy. Being serious about candidate searching will require some flexibility in order to coordinate your schedule, that of other decision-makers and of course, candidates’. The longer the process is, the more likely it will be that you lose high quality individuals. Make calculated decisions but do so quickly in order to keep top talent in play. Set a timeline and deadlines to signpost the journey. Make your team aware of these dates and projections as well as HR and the recruiters with whom you are working, and you will see how streamlined the process can be.

2. Unrealistic Criteria

In the past we have spoken about the illusive purple squirrel. The fact of the matter is, no one is exceptional at everything. In order to manage your expectations better, it is best to prioritize what skills and qualities are most essential to the job and your firm. Would you rather someone with a small albeit very specialized set of skills, or would you prefer someone who has experienced many facets of what is required however without mastering all of them? These are the sorts of decisions you need to make, preferably before the hiring process begins. If no one measures up to your unrealistic standards, the role will remain open and stagnant for a while which is not great for the office environment nor the incoming interviewees. If you believe that perhaps what you seek isn’t realistic, decipher where it is that you are willing to compromise and what you feel can be trained or taught to a new hire.

3. Placing Too Much Emphasis on Interviewing

Naturally interviewing is crucial to the hiring process but remember that it is not everything. If you can consolidate the hiring process into fewer rounds of interviews and instead concentrate more efforts on investigation: background checks, references and social media activity etc. you will aid in making the procedure less arduous for all involved. Perhaps there are assessments that can be performed remotely rather than onsite? Doing this can also take the pressure off of candidates and produce results that are more indicative of how a candidate performs as an employee rather than an interviewee in the hot seat.

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