If you are a recruiter, and even if you are a star recruiter, make sure that you dont do the below mentioned mistakes as part of your recruitment process. They are criminal and not excusable. Just because your time to fill and cost to fill metrics are good does not mean that you can get away messing up with the process and system.
1. Not entering the data into the Applicant Tracking System.
Lot of so called star recruiters hide behind the excuse that data entry is too tedious and time consuming and that in their already busy day of recruitment they have very little time to do administrative tasks at the cost of loosing hires. What they dont understand is this data is the property of the company. Tomorrow whether the recruiter is there with the company or not this information needs to be with the company. Also reporting is one of the key facets of performance management/improvement and more importantly it provides the business intelligence to the company and reporting cannot be accurate if the data itself is inaccurate.
2. Not following up with the candidates after getting the hire
You get the most number of hires in the team does not mean that you do not have to care for the remaining applicants who are active in the process any more. Remember recruitment is like an investment, dont be too shortsighted. A bad word of mouth publicity due to a bitter candidate experience will create ripple effects down the line that the company will have difficult time getting top talent.
3. No respect for the process or support staff
Respecting others work is important. Always plan the work ahead and keep the people involved in loop. For instance, if you know the candidate will start late, let your hiring manager know. If you know the candidate is travelling so and so date to attend the interview, let your travel desk know ahead of time, if you know the Hiring Manager needs atleast 48 hours notice of interview scheduling stick to the SLA.
4. Candidate Experience
Many a time recruiters are only focused in screening the candidate and do not care about the candidate experience. They dont update the candidate about the number of steps involved int he process, the time involved or dont give enough notice to the candidates for an interview, dont share adequate information etc. Worse they dont update the candidates after the interview or assessment, dont respond to the candidates calls once they feel the candidate is not the right fit etc.
5. Confidentiality
Lot of recruiters do the mistake of sharing too much information with the candidate with the intention of helping the candidate look good in front of the Hiring Manager. What they do not realize is that the candidate might perform well in the interview with this information but will not measure up to the job requirements tomorrow. This will lead to a very undesirable position both for the candidate and the company down the line. Yes, the recruiter should share the process information, the expectations, the job role information etc but should never disclose what would be the possible pet areas of the Hiring Manager or what is the content in the assessment test etc.
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