The hiring process in the IT industry is often a difficult procedure, which can be full of recruitment mistakes. Hiring managers create strategies, which allow avoiding problems and simplifying the whole process.

  • What are common recruiting mistakes?
  • How to run the process to reach the top talent?

Check out the list of the most common recruiting mistakes and find out how to run an effective hiring process in your company.

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Failure in the hiring process

Successful recruitment is possible, but even the best selection of candidates can turn into a setback. Each recruiter knows the situation, when new hires after few months resign of a position. To avoid such issues, you should know the best practices of recruiting, which rely on great communication and candidate experience factor. Showing details of projects you’re recruiting for is the key to successful hiring.

Still, there are a few common mistakes which affect non-effective recruitment and make you frustrated. Why is your process failing? There are general reasons of inefficient hiring:

Poor employer brand

Your organization doesn’t put attention to details which make the employment easier, faster and candidate-friendly. Applicants become tired of all stages they have to go through and recognize it as foretaste of the future collaboration.

The data shows: nearly 70% of organizations doesn’t take care of improving the employer brand.

Most jobseekers find it so hard and wearisome to go through all the formalities, that they simply resign of a potentially good job offer. Candidates are tired of complicated procedures that bring nothing and take valuable time: too many unnecessary stages of recruitment and communication problems distance potential employees from your company.

interview / culture / person / role

Low candidate experience factor

Candidates always want to be treated professionally, even if they don’t meet the cut, they want to know results. If you don’t respond, endless waiting make them disappointed and they most likely will share negative experience, posting in social media.

Candidates with negative experience will share their story 64% of time.

Increasing candidate experience factor will build your employer brand, which is the key of successful recruiting. It’s especially needed if your goal is to expand the company and create a well-known, recognizable brand.

Low retention rate

To run employment effectively, you have to gain higher retention rate. When you want to receive more applications, you have to invest in your team or tools – your employees in the recruitment team can’t go through all the CVs without automation apps.

The 5 common recruiting mistakes

The general fallacies in the hiring process are determined by minor, but very common fails made on each step of the employment procedures. Check out which mistake is similar to yours and learn how to avoid it.

Recruitment Mistakes: #1 Creating non-accurate job description

Job posting is sharing the information about open position in your company, so you should always pay attention to details, which are important for target candidates.

The IT society in 92% agree, that to make a decision and apply for a job, they need an info about salary in the job description.

Yet, over a half of job offers doesn’t include the pay scales. There is a space for you to improve your recruiting actions and take care of candidate experience factor in the best possible way.

The job description should include major info, such as location, type of work, salary, and benefits. Then you can focus on requirements, but you shouldn’t forget about the job description with details. Candidates want to know what should they expect, before they even decide to apply for a role in your company. A good idea is to tell more about the project and company culture, to entice potential top talent you’re looking for with your offer.

Recruitment Mistakes: #2 Using unconscious bias

Impossible nowadays? Yet, still a lot of organizations pay attention to characteristics of applicants, such as gender, age, ethnicity, social class, etc. The decision-making process is hard to let go of prejudices.

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If you accept candidates regardless of traits they have no effect on, you gain a larger talent pool, and you have a higher chance to find a perfect candidate.

We are only people, and sometimes we do things unintentionally. It is a good idea to use dedicated recruiting tools, or at least discuss the decision with others.

Recruitment Mistakes: #3 Thinking of the perfect candidate

The perfect candidate in the big picture should be present at the start line of each recruitment process, but you shouldn’t wait too long, rejecting potentially qualified candidates who could work on the position.

Remember, that a perfect candidate doesn’t exist in real life, and you should use the description of an ideal employee only to create your job post and to know what are you looking for.

The labor market is full of well-educated, previously experienced candidates, who can learn new things quickly. Find a balance between your expectations and possibilities, and you will succeed faster than you think.

Recruitment Mistakes: #4 Rejecting overqualified and less qualified candidates

Filling a role in a company is finding a talent with proper skills for a position. During the interview, you get to know the person you’re recruiting. It often happens, that recruiters deliver great candidates, who are overqualified for the role or less qualified than you, as an employer, could expect.

You shouldn’t reject them. Sometimes the potential of an employee is more than skills written down in the CV. Recruiting allows searching and finding an employee, who shows his/her accuracy and potential during the interviews. Search for people, not for the best suited resume.

Recruitment Mistakes: #5 Forgetting about the communication quality

Recruiters most likely have bad information to share with applicants: after all, from hundreds of applications, the job gets only one. Even if it seems difficult, always remember to answer and give feedback, highlighting positive aspects and encouraging rejected candidates to future recruitments in the company.

Talk with candidates with personal approach and show your professionalism. It is the best method to build strong employer brand with increasing candidate experience factor.

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Key takeaways: What are the main issues during recruitment procedures and how to avoid them?

The main recruitment mistakes include poor employer brand, the company’s attitude to candidates and fear of acting on a large scale. These issues are determined by minor defects in the process. To avoid failure, you should:

  • share complete and well-prepared job description
  • do everything to keep fair candidate evaluating
  • find a balance between your expectations and possibilities the labor market gives you
  • recruit people, not resumes
  • pay attention to personal approach

If you’re struggling and can’t find a way to run a successful hiring process, you can hire an external organization, such as the talent acquisition agency. HR experts will help you succeed at every stage of recruitment!

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Lukasz Wybieralski

Lukasz Wybieralski

Founder and Chief Executive Officer at RemoDevs

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