Recruiting can be a rewarding job if you do it correctly. As a job recruiter with PERM advertising requirements in the Bay area, you get to meet all kinds of interesting people and gain tons of knowledge about different professions that would have otherwise been mysteries to you. However, there are times when the perfect candidate turns down a job offer. At other times, the company you’re recruiting for might screen out every last candidate you’ve sent their way. Every recruiter has been in a situation like this before. You can’t help but wonder: Is there anything else you could have done to see a better result?
It’s easy to place the blame on the hiring manager for being too picky, or the job candidate for not communicating properly. But it’s important to take a look back on these situations and reflect. Did you truly understand the needs of the hiring company and the candidate? Was there anything you may have missed during your initial conversations with either of these parties?
Today’s market is candidate-driven. Recruiters are seeing more offer rejections, as well as candidate no-shows. These situations are caused by these simple mistakes made by recruiters. Here are the 4 most common mistakes recruiters make and how you can avoid them.
Failing to Ask for Input During the Interview Process
It’s crucial to keep your two parties as involved in the interview process as possible. More often than not, hiring managers hand over hiring requests that are virtually the same as the last time an employee was hired. The previous hire likely had many skills and talents that benefited their team. However, these new skills were likely not added to the requisition handed to you.
Looking for a fresh update on your company’s hiring requirements? Look over this requisition with everyone involved in the interview process and seek their opinions. After taking a more in-depth look at this list of requirements, the hiring manager typically makes a few significant changes that could add more flexibility to your hiring campaign. You’ll have a more reasonable outlook on what your candidates will need in the skills department to truly impress the hiring manager.
Not Setting a Target Date
Another mistake made by many job recruiters is not having a specific deadline by which the company will need this hire. In the world of job recruitment, timing is everything for both the candidate and the company. When it comes to writing out your requisition, try to avoid vague timelines like “ASAP” or “immediately.” There’s no real way for you to determine your most pressing priorities if you don’t understand what hiring requests need to be dealt with first.
If you look for a candidate too early, you may lose them to another company looking to hire them earlier. Candidates responding to immigration ads in the Bay area may not have too much time to wait. If you are too late, you won’t be able to give the hiring manager the results they need. Ask the hiring manager about their availability to interview. Use their schedule to pencil in interview times for your candidates. You don’t want to lose someone truly great because you didn’t ask the hiring manager for their interview times beforehand!
Not Asking the Candidate About Their Goals and Interests
You’d be surprised how many recruiters forget to check in on their selected candidates during the recruitment process. All too often, job recruiters assume that candidates want jobs similar to the ones they had prior to or during their search. Though this is usually the case—most candidates are on their job hunt because of tensions with their employer, not the actual job itself—it’s still important to check-in and ask the employee what they expect from their next place of work.
Talk to your candidates about what duties they are comfortable with and which ones they’d rather leave at their old office. Discuss the qualities and culture of the company you are trying to set your candidate up with and see whether these are attributes that your candidate values. If you don’t talk about these specifics, you may have a no-show on your hands if the candidate finds out that your client company is similar to their old one in ways they can’t stand.
When trying to pair your candidate with their next job, gage their personal interests by using a one-to-ten scale system. List all the responsibilities that would typically appear in their field and allow your candidate to grade them based on their level of interest. Alternatively, you could ask your candidate to rank these list items from highest to lowest in priority. This will give you a clearer look at what job to send their way in the future.
Failing To Address the Possibility of a Counter-Offer
The fourth and final mistake that many recruiters make is not proactively addressing the issue of counter-offers. Counter-offers are usually made before someone resigns from their current position. But many people forget that they can also be made months after an employee quits—a company may extend a counter-offer if they are not able to find a suitable replacement for the former employee.
Keep this under consideration when you are screening potential candidates. There’s nothing worse than vetting a candidate and having them go through multiple steps in the hiring process, only to find out that they’ve gone awol because they’ve been offered more money by their old place of employment.
During initial talks with your candidate, ask them what five things they would change at their old place of work. If their answers are mainly payment-oriented, they may take a counter-offer down the road. Catching this early can make it easy for you to proactively convince your candidate to stay the course of the hiring process.
By keeping these mistakes in mind, you’ll be able to do your job much more efficiently and experience far fewer setbacks. Good luck!
Keywords: recruitment advertising; help wanted advertising bay area