Potential Pitfalls for Personnel Recruitment

pitfalls Next time you’re undertaking a personnel recruitment campaign, taking into account the following measures will ensure you don’t succumb to the common pitfalls that de-rail many employers:

Target your Ad to the right candidates:

Many Personnel recruitment campaigns fail before they begin due to not being able to attract the quality candidates required for the role. Pay attention to how you can make your Ad stand out from the crowd and appeal to quality job seekers. If you are seeking to recruit personnel who are dynamic and forward-thinking, your ad needs to reflect this. Also remember the passive job seekers. Tailor your ad to candidates who aren’t necessarily looking for work, by appealing to what they may be missing in their current role.

Be clear on the type of candidate you’re looking for:

Many employees are clear on the type of role they are targeting their personnel recruitment towards, but are unclear on what type of personnel they are trying to recruit. Have a clear set of selection criteria that are “must haves” for candidates to progress to interview. These may be tertiary qualifications, industry experience or personal characteristics. Stick to these criteria. Many employers are tempted into recruiting personnel who are “likeable”, but don’t have the specific experience required for the role. A strict set of selection criteria will help to avoid this pitfall.

Don’t delay meeting good candidates:

Many employers have the perception that candidates will wait for them for as long as the recruitment process takes. This is one of biggest mistakes that will bring your personnel recruitment campaign undone. Candidates will not wait forever. The Personnel recruitment process can be extensive for some employers, but it also needs to be timely. If employers are unable to meet potential personnel within a couple of days of screening and assessing suitability of the candidate, they run the risk of finding their candidates have been recruited elsewhere. Top candidates won’t be around for long, and you may find you’ll only be left with the un-recruitable personnel.

Structure your interviews to avoid bias:

Potential issues come about for employers who have little experience in personnel recruitment, when it comes time to conduct interviews. Interviews need to be undertaken in a way that gives the candidate confidence that the hiring company is professional and capable and a desirable place to work. Remember, good candidates will be interviewing you at the same time you are interviewing them. Professional recruiters know that potential personnel need an interview that is conducted professionally and without bias

• Conduct interviews in a location that is free from potential interruptions

• Ensure all candidates are asked the same questions

• Allow sufficient time for interviews so the process doesn’t feel rushed

• Ask open –ended behavioural questions to allow candidates the opportunity to highlight their strengths and weaknesses.

• Ensure the manager conducting the personnel recruitment process has a strong understanding of the requirements for recruitment, and is able to explain the role to potential personnel.

• Allow candidates to ask questions about the role and their suitability to it.

Snap up candidates as soon as a decision has been made:

The most frustrating and expensive pitfall for an employer is having to re-commence a recruitment campaign after finding, but failing to secure the perfect candidate. Personnel recruitment can be a straightforward process so long as candidates feel engaged and are dealt with in a timely manner. Quality candidates will be snapped up by your competitors who are using more effective personnel recruitment strategies.

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