7 Mistakes You Should Avoid in Online Recruitment Approaches

Considering the impact of digital technologies, networking online has not only become easy but a necessity when it comes to recruiting employees for an open job position. But, networking is not all that is required to find the right fit for a job; you will need a robust recruitment software. 

If done right, online recruitment strategies can contribute to employer branding and candidate management, and if not, it can lead to numerous follies and job aspirants losing trust in the company. 

This article discusses seven significant mistakes you should avoid in your online recruitment approaches. 

Inaccurate job descriptions

Recruiters usually use superfluous terms that can vary from the actual job description, thereby making the candidate lose interest and faith in the company. Instead, try being succinct about the roles and responsibilities of the job. 

You can surely list down benefits and perks an employee can enjoy in the long term, as they can make intrigue the candidates and convince them to apply. But, blustering about the job position can lead to discrepancies and dissatisfaction once the person is on board, which can make candidates lose trust in the company. 

Not using tailored emails

You might be using templates like “you are the right fit for this position” when contacting potential candidates; however, it is not enough to establish trust and relationship between you and the candidate you are willing to hire. Instead, personalizing your technical accord can be a significant plus during your hiring process. When you roll-out a job opening, you will have to deal with hundreds of candidates and using tailor-made emails can help you cut the process short and increase hiring efficiency. 

Neglecting follow-ups

Once you shortlist candidates and begin with the recruitment process, be sure to inform all the aspiring candidates about the status of the process. Not doing so can be discouraging and can reflect your negligence towards the candidates. Therefore, always keep the practice of checking if a candidate has qualified for the next round and updating them accordingly. If you cannot inform every unqualified candidate about their status, sending a mail that says, “If you don’t hear from us in the next two weeks, you are likely to have not been selected,” can be a significant thumbs-up. You can use a recruitment software to automate follow-ups and emails. 

Muddled email etiquette

Sending wrong, disorganized emails can raise questions on your credibility. Not giving the right names or sharing inaccurate information like the job descriptions and expected salary can immediately turn off the candidates and adversely impact your company. Thus, keep proper track of the emails you send; moreover, well-organized emails can contribute to your recruitment process and help you follow up with applicants who have been in touch with you for a while. 

Demanding details with offering any

Every recruitment company follows a non-disclosure protocol with partner companies. But, keeping the candidate entirely oblivion about the company and job details can make them suspicious, which can lead them to withdraw their application. Henceforth, it is recommended to share an ample amount of relevant information about the company, and the role candidates appear for so that they don’t end up feeling cynical and cheated. 

Not matching with the right skillset

In several cases, the skills required for the job position do not oscillate with the skills a candidate offers. Although some candidates may look for jobs that are not associated with the skills they possess, and they want to start over as a novice. In such cases, the recommended candidates might not be the ideal fit for your opening position. Not tailoring your preferences can match you with aspirants whose skills do not simulate with their skillset. 

Thus, it is crucial to regularly update your algorithms to match accurately based on your and candidates’ requirements. A recruitment software can come in handy in matching you with the best candidates. 

Lengthy screening process

Having a long, cumbersome screening process can be detrimental for your company as it can reflect a message that you are not interested in a particular candidate. Usually, it can take two to four weeks to complete the recruitment process, but anything longer than that can adversely impact your chances of acquiring the best talent. Candidates can become fed-up by the never-ending screening process, leading them to look for other opportunities. A recruitment software can help you accelerate the hiring process by automating time-consuming tasks and streamlining candidate satisfaction. 

The bottom line

Nowadays, online job portals are not the only place where candidates look for jobs. Social media has played a pivotal role in transforming the online recruitment process, and it is crucial to optimize your hiring strategy according to the platform you choose to fill up your job opening. Avoid the mistakes discussed above and take practical approaches to make your recruitment process faster and more productive.

Author Bio:

ChanchalSoni is a Growth Hacker and Marketing Head at SoftwareSuggest. Her area of expertise are digital marketing, mobile app development and Software development. When she’s not doing work, she can be found wandering, reading and playing guitar.