In this age, when the traditional interviewing process is being replaced with personality tests and other measures to gauge talent – here are some common mistakes made in the talent sourcing process along with pointers on how to avoid making them:
1. Resumes can’t be your only criteria
While resumes are probably the first and vital piece of information for a recruiter, it can’t be the only reference point. Over-analyzing resumes can cloud your judgment when it comes to hiring the right candidate. A good recruiter also makes it a point to call the candidates’ listed references and social media presence to make sure he or she is a good fit for the job profile.
2. Keep an open mind while vetting resumes
Many recruiters will tell you they tend to remove candidates from the list for being either over or under-qualified. But keeping an open mind can only benefit you. There are several cases across the world where the perfect candidate turned out to be someone who was either over-qualified or new in the industry.
3. Don’t write a vague job description
As a recruiter it’s your job to make sure you have a proper descriptor explaining the particular job. A vague job description will only confuse the candidate and also attract random applicants not fit for the profile.
4. Don’t overlook candidates currently unemployed
The job market is still recovering and several applications you may receive will be from candidates who are unemployed at the moment. But that shouldn’t hinder you from checking out their profile. After all, a resume won’t tell you the reason why this candidate is currently not employed. He/she could turn out to be extremely talented and unemployed because of various reasons not pertaining to his skills or caliber.
9. Don’t let experience/achievement trump cultural fit
Often recruiters jump to hire someone in a hurry to fill a post. While doing so they only tick the experience and achievement boxes. Nobody is denying the fact that experience and achievement are the two most important criteria for choosing an applicant. But knowing whether the candidate will fit into your organization’s culture is equally important.