Recruiting Worst Practices

According to a 2013 CareerBuilder survey, 45 percent of human resources managers say their company has open positions for which they cannot find qualified candidates. Though there's certainly an emerging skill gap for certain occupations, many recruiters unintentionally limit their talent pools by clinging to these worst practices.

1. Screening based on past job titles

While job titles can sometimes be a good signpost of an individual's career history, they're rarely precise measurements or indicators of ability or skills, as job titles vary from firm to firm. Additionally, when recruiters hire people only if they have already held the same (or similar) title as the open position, they eliminate a number of up-and-coming or comparably skilled workers in other professions who are trying to make a vertical career move.

2. Filtering out the long-term unemployed

Though traditional recruiting logic states that more desirable candidates are currently employed, that isn't always the case. Always giving preference to currently-employed individuals may toss out qualified candidates who were unemployed due to bad luck or a personal decision. Additionally, a study by workforce intelligence company Evolv found no correlation between length of unemployment and future tenure or performance among hourly workers.

3. Keeping wages low

Can't fill a position? Consider raising the wages. Flat or uncompetitive wages will result in more offers turned down and a weaker applicant pool. Rising wages signal the labor force to acquire in-demand skills in greater numbers, which in time will ameliorate any supply and demand imbalances.

Remember that the most qualified candidates for your position may not be the ones who look best on paper. Consider incorporating a digital interview platform and using video interviews as a screening tool-- screening ten candidates in the time it generally takes to screen one is a great way to expand your talent pool and make the most of your recruiting strategy.

Let Us Know What You Thought of the Article.

Leave a Comment Below.