In today’s recruitment scenario, the competition is immense. This makes securing top-tier candidates more crucial than ever for organizational success. Yet, many companies find themselves lamenting the loss of promising individuals, often scratching their heads and pointing fingers. While the reasons can be multifaceted, a closer look often reveals a pattern of internal missteps that inadvertently push exceptional candidates away.
This article delves into the common hiring mistakes companies make, leading to the frustrating phenomenon of great candidates slipping through the cracks. Let’s go.
1. The Communication Breakdown: A Vendor's Headache
One of the most prevalent issues, particularly when companies partner with recruitment vendors, lies in a fundamental breakdown of communication. It’s a scenario many vendors are familiar with: a role remains unfilled, and the company, feeling the pressure of an open position, may attribute the lack of success solely to the vendor’s inability to source suitable talent. However, the reality is often a complex interplay of factors, with a significant contributor being the lack of seamless and consistent communication between the vendor, the internal Human Resources team, and the hiring manager.
Imagine a situation where a vendor sends over some promising profiles. If those profiles just sit there without any feedback, the whole process hits a wall. And it’s not just about saying “yes” or “no”; a quick response, ideally within a week, is key. But more than that–why it’s a yes or a no matters. That little bit of context helps the vendor get a better feel for what you’re really looking for.
If a vendor keeps sending profiles that aren’t quite right. If all they get is silence or vague feedback, it’s like they’re playing a guessing game. But if you give them clear, specific reasons – maybe even share examples of CVs of people who’ve done well or profiles of successful hires at your competitors – you’re giving them the blueprint. It’s a team effort, recognizing that even within the same skillset, different companies have their own unique needs.
Now, flip it. If your internal processes are slow – hiring managers taking forever to look at CVs, or no easy way for the vendor to ask questions and get quick answers – that vendor’s enthusiasm can fade away. In contingency recruitment, time is money. If a great candidate loses interest because they’re stuck in limbo waiting for your feedback, it’s a loss for everyone.
2. The Salary Standoff: Underpaying for Top Talent
As a recruiter, you shouldn’t underestimate the power of the paycheck. If your salary range is way below what the market’s offering, even the best recruiter will struggle to send those top-tier candidates.
These folks know their worth, they’ve likely got other offers on the table, and a slightly higher number might not be enough if they’ve already said yes to a competitive pay.. You’ve to be real about what it takes to attract the best.
3. HR's Role
Your HR department is the master of the recruiting process. If they’re slow to give feedback to the vendor, don’t answer their questions promptly, or their communication is unclear, it sends a message that this isn’t a priority.
And guess what?
Vendors will focus their energy on clients who are more engaged and responsive. Successful hiring is a partnership built on timely communication and efficient processes. Both sides need to respect each other’s timelines, no matter if the news is good or bad. Having a responsive HR is the key to have a successful hire.
4. Notice Period Hurdles
In the Indian context, there is a specific challenge that can cause great candidates to drift away.
Think about candidates who’ve already finished their notice period and are ready to jump in within 15 days. They can get frustrated waiting 45 days or more for your processes to wrap up, especially when someone with a longer notice period might have already been hired. That’s readily available talent being missed.
A long hiring period can sway away candidates from your organization because in the fast paced world, everyone is looking for a smoother transition from one job to another. Waiting for your lengthy process will cause a gap in their career which obviously no one wants.
5. Dreaming of Diamonds, Paying for Dust
Another prevalent issue in the hiring landscape is the tendency for clients to conduct multiple rounds of interviews – sometimes three or four – only to conclude that the candidate is “not the perfect fit” or is “technically slow.” While aiming for the right technical skills is understandable, companies need to consider the opportunity cost of this prolonged search. By the time the “perfect” candidate is found, the team might have already trained an “average” candidate to the desired level of proficiency. Especially when dealing with bulk hiring requirements, it’s unrealistic to expect every new hire to be a superstar. A healthy team often comprises a mix of high achievers, average performers, and those who may need more development.
Take Away
Ultimately, companies need to develop a better understanding of market intelligence and candidate availability. Recruitment vendors can provide valuable insights in this regard, but they cannot perform miracles and conjure the “perfect” candidate out of thin air. By facilitating open and honest communication, respecting timelines, offering competitive compensation, and adopting realistic expectations, companies can significantly improve their hiring success rates and prevent great candidates from slipping through the cracks and joining their competitors.
Are you still facing trouble while looking for great candidates?
Elite Recruitments is here to help you with all your hiring needs while maintaining proper communication and providing you market intel. What are you waiting for? Contact Us today.
