4 Hiring Mistakes You Can Stop Doing Now That Keep Talent Away

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4 Hiring Mistakes You Can Stop Doing Now That Keep Talent Away

Even after you take steps to improve your business’s hiring techniques, you may have trouble finding the talent you need. There are many reasons for this, some of which may be out of your control. It is important to review your approach to hiring in order to discover the reasons for the failure. Your business may still be making a few hiring mistakes that keep talent away and leave you without the high-quality employees you need.

Consider whether your business might be committing these critical errors:

1. Careless or unprofessional mistakes

You wouldn’t think twice before rejecting a resume riddled with spelling errors; talented prospective employees may feel the same way about your company. Double-check job postings and website content to ensure that your company appears professional.

Similarly, make sure that employees who serve as contact persons for potential candidates are aware that they should display an overall professional manner at these times, even if the work environment is rather casual.

Ensure that you trust any outsider recruiters who handle your hiring to be professional and knowledgeable.

Other major issues involve being late to interviews (the hiring manager that is), being distracted during the interview, not accommodating candidate questions, poor presentation of the work place and poor interactions with non hiring employees.

2. Poor communication

Poor communication is a surefire way to make candidates hesitate, especially those with the most talent and experience. Make sure that job descriptions and company profiles describe the job well and highlight your company’s main purpose or objective. A muddled or vague advertisement will make candidates wary.

By the time you begin interviews, you should have already established objectives with the rest of the hiring team. Everyone involved in interviewing or evaluating candidates should be able to communicate what the position in question entails. If a potential employee can’t get a clear answer about the job itself, they are unlikely to view you in a favorable light. This is especially true of employed, experienced candidates who you want to lure away from another company.

3. Lack of transparency

As with poor communication, a lack of transparency can send negative signals to job seekers. You may not realize that some behaviors cause your company to appear insincere or even uncomfortably insular. Don’t hesitate to let the candidate know about your company’s background and your expectations for their position. If you include this information amidst your interview questions, you will project a more honest image.

Make sure you are not giving an impression you are not willing to answer questions or communicate with your (prospective and actual) employees. While finer details need to be decided on later, don’t try to avoid basic discussions of benefits and salary. They can be the make-or-break point for talented employees with multiple prospects. Estimates are better than evasion.

Finally be clear about the hiring process and the steps involved move along these steps until you have either disqualified the candidate or decided to hiring them. Remember finding several great candidates at once is unlikely so each candidate should move the process independently don’t stall one candidate to wait for more.

4. Overly narrow criteria

It’s important to get the right person for the job, but including too many must-haves can deter good candidates. The Harvard Business Review warns companies against the surprisingly common practice of prizing past job titles above skills. In these cases, companies list having had the exact same position in the past as a “must-have” in their job postings, or only pay attention to applicants who fit this criteria. Expanding your search may encourage more talented individuals to apply. It may take extra time to review more candidates, but a disappointing hire costs more in the end.

Follow Lou Adler’s advice by highlighting the responsibilities and actual tasks of the job above overly specific experiences.

Throughout your recruiting and selection process, take care to present a professional image and consider how you might be unintentionally deterring the candidates you want. If you are having trouble attracting the right talent, it may be a case of candidates evaluating you before you have a chance to evaluate them. Avoiding the these basic hiring mistakes will improve your odds of landing top talent.

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