This year, a record 4.5 million employees quit their jobs in March. This post-pandemic tendency, also called the “Great Resignation”, is still vibrant.
According to the Labor Department, at the end of March, there were 11.5 million job openings in the U.S.
Low unemployment rates mean there are more vacancies than there are candidates to fill those jobs and poor recruitment practices could be contributing to high turnover rates.
HIRING MISTAKES TO AVOID
Not defining your needs
Understanding the problems your organization is trying to solve contributes to identifying the right characteristics you are looking for in a candidate. Skipping this process can lead to poor choices.
Asking predictable questions
This can lead to rehearsed answers that will reveal nothing about the candidate. Instead, focus on asking questions that candidates can’t prepare to get the proper insight you need to make a good hiring decision.
Not following up with candidates through the hiring process
Talent is in high demand, and top talent is not always willing to go through a long hiring process. If candidates don’t hear from you in weeks, even if they’d prefer to work for you, they might end up taking a different offer.
Make sure your best candidates don’t feel you’ve forgotten about them. Following up will reassure them during the recruitment process.
Not following up when you don’t get a response from a sourced candidate
Sending a single generic message to a professional not actively looking for a job won’t always work the first time.
Messages should be short and personal. If you don’t hear back from a candidate the first time, it might be worth following up with a more engaging message.
Passing on “overqualified” candidates too quickly
You may think that an overqualified candidate will get bored too fast and move on from your company, or they might ask for a higher salary.
However, that’s not always the case. It’s important to take the time to understand why a candidate applied for a position with your organization, even if it means a step-down or less money for them.
For example, as part of the post-pandemic trend, some candidates prefer a better work-life balance over salary.
In addition, these candidates require less training and supervision than others.
Focusing on culture fit instead of culture add
Adding like-minded or similar people to a team can be an outdated practice and it often leads to affinity bias.
Consider hiring a professional who aligns with your core values but also adds unique skills and viewpoints to your company that will help your business and team grow.
Not considering offering flexible work arrangements
Flexibility can be a key factor for candidates when they are considering a new job opportunity. Many job candidates expect work flexibility nowadays and by offering a flexible work schedule you are more likely to not only receive more responses and interest in your vacancies but also to retain more talent.
Being unclear about growth opportunities
A reason why employees are walking back out the door is that they do not see a future for themselves at the company once they take the position.
Growth is what makes a new job exciting. Professionals who are actively looking for a new job are very attracted by personal and professional growth opportunities.
Consider outlining a defined growth plan as part of your pitch.
Not being upfront about challenges
Not being clear about what the job entails can set the employee up for disappointment later.
Understandably, hiring managers can sometimes convince candidates that they are offering an amazing opportunity before someone else makes an offer.
However, setting unrealistic expectations will lead employees to feel disillusioned and eventually resign.
Taking too long to make an offer
Many candidates choose to take the first job offer they receive as they see this as a sign of interest and appreciation. That’s why the recruiting process should take weeks and not months.