Hiring the right people is harder than ever. We see the same mistakes again and again, and they cost employers good candidates. Here are the most common ones, and how to avoid them.
A vague job description
A job advert that doesn’t say clearly what the role involves attracts the wrong applicants and makes it hard to compare the right ones.
Spell out the duties, the skills and experience you need, and any tickets or qualifications that are essential. Be clear about what is a must and what is a nice-to-have.
Forgetting to sell the job
Good candidates have choices. If they don’t know what makes your business a good place to work, they may not apply.
Tell people about your culture, your benefits and how people progress. A few words from people who already work for you go a long way.
Moving too slowly
Good candidates don’t stay on the market for long. A slow process frustrates them, and they take another offer while you’re still arranging interviews.
Agree interview slots in advance, make decisions quickly and keep candidates updated. Speed doesn’t mean cutting corners: it means not wasting time between the steps.
Not looking widely enough
Teams with different backgrounds and experience solve problems better. A narrow search can mean missing good people.
Check your adverts are written for everyone, advertise in more than one place, and judge applicants on their skills and experience.
Pay and benefits behind the market
If your pay and benefits are below what similar employers offer, the best candidates won’t look twice.
Find out what others in your area and industry pay for the role, and make sure your package holds up. Show the pay in the advert: candidates expect it.
Overlooking soft skills
Technical skills matter, but so do communication, teamwork and problem-solving. Someone who can’t work with the team can cause more problems than they solve.
Include questions about how people work with others, and think about how they will fit in your team.
Leaving candidates in the dark
Poor communication leaves a bad impression. Candidates may turn down an offer, or tell others about their experience.
Keep in touch at every stage, give feedback, and let people know what happens next.
We can help
Our consultants only recruit for engineering and manufacturing, so they know what good candidates look for and how to move quickly. Tell us what you need and we’ll call you back.