5 Hiring Mistakes to Avoid

Over the past 11 years we have been fortunate to have helped hundreds of technology organisations connect with the industry's leading talent. These connections and their recruitment campaigns have taught us the value of a correctly managed hiring strategy. 

We've seen good candidates go by the wayside for hundreds of reasons. Opportunities missed, companies losing out on their preferred candidates. 

Here are our top 5 things to avoid to ensure your next recruitment drive delivers the results you want: 

1. Poor candidate communication

This causes more problems than all the others put together. Companies who fail to clearly communicate their ideas, plans, hiring strategies and feedback stages to their candidates find that those candidates lose interest.

It's easy to forget the human needs of candidates during the recruitment process; handling large numbers of applicants, multiple interview rounds, background checks, psychometrics etc. can all make the process seem like evaluating a piece of capital equipment, or accepting tenders. From the individual candidate perspective however

In markets where talent is scarce, losing talent to competitors is damaging and painful. Losing them simply down to a lack of clarity is doubly so. 

2. An unclear or slow recruitment timescale

Setting the correct expectations for recruitment timescales ensures a smooth and straightforward hiring process. Candidates who know timescales for feedback, updates and next stages from the start feel valued. Hiring managers spend less time fielding chase up calls, and the extra clarity means that applicants can plan time off in advance (meaning less no shows for interview)

3. Relying solely on the job description

Job descriptions are great discussion platforms around which to plan an interview. They are not great adverts for the company however, and a list of tasks, measurables and deliverables does nothing to attract talent to your opportunity.

By all means send a job description to applicants, but also include some more "pitchy" materials - employee testimonials, awards, the job advert etc. The idea is to try and explain the culture of your organisation, the nuance of the role and team and the career expectations for the applicant.

Otherwise they are likely to see a big list of wants from you.

4. Not enough reach

Where do you get your candidates? If they all come from one or two sources (no matter how good) you are likely missing out on huge swathes of talent.

We always advise our clients to use as wide a range of application processes as possible; advertising, multiple agencies, social media campaigns, employee referrals, traditional & specialist advertising media as well as internal applicants. The whole idea is to fish in deep waters; to find the very best talent available, not just the best person to see an advert or the best candidate an agency can put forward.

Concentrate on full market coverage and you will be certain of getting the best talent on board

5. Prioritising experience over talent

In specialist technology recruitment, experience is hugely expensive: the rarer the skill the greater the price. But it is often possible to realign positions or internal employees in order to minimise this cost.

As an added consideration, remember that even tiny differences between similar companies mean that all that experience might not directly translate. Overpaying for experience and then having to wait for it to align with your organisations methodologies is doubly wasteful.

By reallocating resources and shopping for talent you can find a far broader range of candidates, under less competition, and with no measurable extra time to come online.