Recruiting

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7 mistakes to avoid when recruiting

7 mistakes to avoid when recruiting 1200 628 HR-ON

Most people know, that recruitment processes are associated with costs. But, if you end up hiring the wrong person for the job, costs increase significantly.

Therefore, HR-ON has put together a list of seven “deadly sins” to avoid, when you recruit.

1: DON’T LOSE TRACK

By preparing a process plan that fits your company, you will avoid wasting time. By sticking to the plan, you gain a better overview of your job ads, your job interviews, the hiring dates, and so on.  In this way, your recruitment process plan will help you to have an overview and meet your deadlines.

2: DON’T USE EMPTY PHRASES

We always read sentences like: “you are able to multitask” or “you are able to manage your tasks in busy environments”.  According to Ali Cevik, founder of HR-ON, you should not put empty phrases in your job advertisements. They just don’t give the applicants the essential information on the job. By thinking out of the box and creating your own unique job posting, you increase the credibility of your company and promote a higher level of interest in the position.

3: AVOID OLD ROUTINES

Ali Cevik is convinced: “People, in general, feel more secure when hiring candidates who have a similar profile as themselves”. But he invites recruiters to break out of these habits and consider recruiting more diverse candidates instead. One way to do this is by taking advantage of other media than the ones you usually use. For a suggestion, you could include social media, blogs, niche job board, magazines and networking in your distribution strategy: “By doing so, you invite new and atypical candidates to apply for the job. Thereby, new skills and ways of thinking can be added to your company,” affirms Ali Cevik.

4: SPECIFY YOUR REQUIREMENTS 

When writing your job ad, do not make the list of requirements too long. Instead, you should specify exactly what you are looking for and what candidates can expect from the position: What are the core values, the mindset and the environment of the workplace and what specific tasks need to be solved? Be aware of what the job really requires and avoid contradictions. Through a concrete job profile, you will reach more targeted profiles and receive only relevant applications.

5: AVOID AN OVERLOADED MAILBOX

When you receive hundreds of job applications by e-mail, it can be difficult to hold track of the process, and you might spend most of your time by administration and systematization. The higher number of recruitments you make per year, the heavier is the burden of administration. That is why you will gain great benefits by acquiring an effective recruitment system. By applying HR-ON to your recruitment procedure, your vacancies and related job applications are systematized by automated functions. Thus, you gain time for the more qualitative tasks as, for example, the personal job interview.

6: DON’T LET THE RIGHT MATCH PASS BY

Although you should be specific about your company needs (see Point 4), you can gain a lot if you are open to other candidate profiles with different competencies and working methods. Giving your business an atypical and unfamiliar profile will give you new perspectives on tasks, innovation, and growth for your business. Ali Cevik points out that breaking away from the usual framework, condemnation and expectations widens the horizon and gives new energy and inspiration to the whole recruitment.

7: DON’T FORGET YOUR CORE VALUES

HR-ON believes in “value-based recruitment”. It is a concept that we hope to pass on to the users of our system. The idea involves that you focus on the core values of your company through every step of your recruitment process. By practising recruitment based on values, the chances of finding a truly dedicated employee who will support your company goals in the long-term increases.

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