recruitment error – Career Hunts Blog Career Hunts blog | Job Recruitment Advice | Career Guide Tue, 13 Dec 2022 05:02:34 +0000 en-US hourly 1 6 COMMON BUT PREVENTABLE ERRORES IN HR AND RECRUITMENT Tue, 13 Dec 2022 05:02:34 +0000 6 COMMON BUT PREVENTABLE ERRORES IN HR AND RECRUITMENT

The unemployment rate has been greatly impacted by COVID-19, and in June it was 7.4% in Australia as a whole. HR must therefore prepare for a surge of applications for each open post advertised on job boards.

Additionally, selecting the ideal applicant is now MORE IMPORTANT THAN EVER! Although it would be incorrect to assume that hiring candidates is straightforward because there are numerous factors that affect a candidate’s suitability (such as hard skills, soft skills, cultural fit, etc.), the expense of hiring the incorrect candidate could be detrimental to the success of the business.

Hiring managers and recruiters need to be aware of the mistakes that are frequently made in the recruitment process due to the inflow of applications and increased pressure on HR to find the ideal applicant.

Without further adieu, let’s dive in.


It is the duty of the recruiters to publish a job posting that accurately describes the position for which they are hiring. Use the proper terminology, but avoid being overly creative; keep things tidy and simple. Recruiters frequently use jargon to spice up job descriptions, making it difficult for candidates to understand and analyze, which may lead to unsuitable applications.


Make use of the right employment boards! To enhance your chances of receiving high-quality applications, don’t just post to one board; instead, make use of your resources and post to others. You desire a diverse audience and candidate pool. Do your study and use the message boards that are most appropriate for your business, industry, and needs.


  1. Passing a candidate who is overqualified

Candidates who are TOO qualified—those who might outperform present workers or try to “run the show,” in other words—are rejected by recruiters. Candidates that are overqualified typically have more education than is necessary for the job or much more experience than is specified in the job description. In other words, they are stepping down rather than forward on their career ladder.

Due to the rising unemployment rate, recruiters should be prepared to receive more applications from overqualified candidates. Employers worry that if they hire an overqualified individual, the candidate will quit as soon as a better opportunity arises, costing them more money because they would have to go through the recruitment process all over again (job postings, phone screenings, interviews, induction/onboarding). Additionally, the employer can be concerned that the candidate will get bored, which is directly related to low engagement and work dissatisfaction rates.

Although reasonable, this can be a grave error. Although there is a small risk involved, hiring overqualified candidates has several advantages! Candidates who are overqualified have more experience, making them more self-sufficient and easier to train. They can help other workers who lack the same experience thanks to their skills.

Asking them the reason for their application during the interview will help you to ensure that you’re making the best choice.

  1. Passing a candidate who is not qualified

Yes, experience is definitely valuable. However, hard talents may be easily taught- soft skills… not so much. If you encounter a candidate that is the perfect cultural fit and demonstrates enthusiasm and desire, but just misses the threshold of required years of experience- DONT TURN THEM AWAY. You may nurture them, and improve their talents depending on your preferences. Arguably, having less experience is good since you can adjust their skills to your organisation and procedures!

  1. Watching for the Right Person

Prior to the hiring stage, recruiters typically have an ideal prospect profile in mind, which is naturally necessary to get clearance for their request-to-hire. The problem emerges when hiring managers are adamant about their preferred candidate profile. You’ll never find the ideal match for your description, let’s face it! They just don’t exist; you can’t make up a fictional character and then turn away everyone who doesn’t quite fit the bill. Instead of waiting for someone you hope will apply, choose the best applicant you spoke with for the job.


Speaking of interviews, there are several behaviours by recruiters that have a detrimental effect on hiring a candidate. Ahead of the interview, make sure you’re prepared and ready. Being prepared is not just the interviewee’s job; it’s also the interviewers’! Make a list of the main questions you need to have answered and the outcomes you aim to attain before the interview. A successful interview requires both parties to act professionally and with etiquette.

Likewise, be sceptical of interviews! Interview candidates prepare for them in order to stand out and appear to be the ideal fit. Sometimes the ideal applicant does the complete opposite and fails the interview! You should use your intuition in this situation, be objective, and not just rely on the interview. 

5.   Blind bias and initial impressions

You must be both objective and trust your instincts, but you must also be subjective. Please keep in mind that unconscious bias is part of human nature. It’s important to acknowledge it and be conscious of your early impressions rather than trying to ignore it. Instead of critically and logically analysing their assumptions, recruiters frequently choose to disregard the existence of unconscious prejudice, which causes qualified prospects to be passed over.



Let’s face it, if an applicant applies for your post, they will also apply for other ones because they are actively seeking employment. Some recruiters take their time organising their paperwork and onboarding documentation even when they are impressed with a candidate (like their contract, letter of employment, etc). During this period, their applicant might obtain a different offer from a company that can onboard them more quickly, and they might accept it. As a result, delaying onboarding causes a decline in candidate interest. Use software for recruitment and be on top of your task while acting counterintuitively!

Recruiting is difficult. Though there are numerous advice and techniques on how to be a good recruiter, it still requires time and practise to hone your talent acquisition skills. Matching a person to a post is challenging.

Making errors is frustrating, but it’s a necessary part of learning. Therefore, if you’ve committed one of these hiring errors, don’t be hard on yourself. Instead, admit your error and change your tactics to prevent these common blunders!

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