<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=555865791448670&amp;ev=PageView&amp;noscript=1">

Hire job fit candidates. Faster.

All Posts

“To err is human”  we’ve all heard this phrase which by all means stands to be true

Failures are inevitable but they make our judgment better. They make us realize our shortcomings, they strengthen our strategies, and most importantly, they leave us with learnings that can’t be taught by anyone or anything else.

“As long as you are learning, you are not failing.” – Bob Ross

One such field where failures make you better is recruitment.

Therefore, embracing them is what a recruiter should do. It’s not a secret that sometimes there will be bad hires, or loopholes in the recruitment process or coordination problems with the hiring manager.

However, these failures will only pave the path for you to become a better recruiter. Making you more critical and precise with your analysis of a candidate, enhancing the quality of talent to welcome to your company.

However, don’t get me wrong. I am not asking you to embrace unethical practices.

3 Mistakes Recruiters Should Embrace For Becoming Better-

1. Unfit Hiring

This comes as no surprise that almost every recruiter has hired someone not quite worthy of the position.

Approximately 74% of the employers have admitted to the fact that they hired someone unfit for a designated job role.

However, this doesn’t mean you are not good at what you do and you don’t have to let your guard down. 

When you come to this realization, you should try to turn this bad hire into a good hire. Sit with the employee and understand which part of their job seems hard.

There will also be scenarios where you realize the employee has lied in their resume. They never possessed a specific skill.blog-images--bad-hire

As a recruiter, what do you do?

A recruiter is a people person and it won’t be wise on your part if you gave up so easily.

Therefore, try training and retraining the employee on the skill set and follow up with their manager to know their progress.

Try not to leave any stone unturned from your side to make the person better at their job.

Why embrace this failure?

If you’ve ever hired a wrong person, you would become more diligent and observant while hiring a candidate. Also, you are more likely to take precautions the next time you hire.

If you have turned a bad hire into a good hire, you are already brushing up your people skills. 


2. Absconding Employees

Companies invest a surplus amount of money in hiring and training an employee. When they abscond, it results in great loss. As retaining an employee is more economical than hiring one.

An absconding employee is every recruiter’s nightmare and none want it to happen to them.

People come up to you and say, “you weren’t thorough with the candidate, you failed to understand the credibility of the employee.”

This is because it’s expected out of recruiters to understand the candidate and make sure that the candidate stays employed in the organization for a long time.

Even though the intention remains the same from every recruiter’s end, it is quite impossible to know what’s going on in a candidate's head.blog-images-abscond

 What can you do to avoid this?

As a recruiter you should never ignore the red flags!

Every potential candidate will try their best to convince you that they have the integrity, credibility, and loyalty you’re looking for the organization.

In such cases, be practical while making your decision. However, what can you do to check the integrity of the employee?

The answer to this lies in background verification and reference checks. 

Call the candidate’s previous employer and references. Ask them about their behavior and worth ethics.

Don’t forget to cross-check whether the candidate is proficient or at least at an intermediate level in the skills they have mentioned.

You should also look at their employment history, i.e., if they are inclined towards job-hopping or not!

This will get you an idea, whether or not the candidate will stay in the organization for long or not

Why embrace it?

If someone from your hiring drive has ever absconded, you’d question yourself first! What were the signs you missed? 

When you start questioning yourself, you become more vigilant and keen. You know exactly what to ask the next candidate and how to be more observant towards them.

You will get thorough with background verification and all you would aim at will be hiring talent who is credible.

This will lead to your growth as a recruiter.


3. Degree = Job Fit

New recruiters give a degree more weightage than the candidate. Especially when hiring a fresher. 

In some organizations, if the candidate has studied from a prestigious college, he/she is by default the favorite.

Due to this practice, you end up missing out on real talent. However, what recruiters fail to realize is that having a degree from a high profile college doesn’t mean that the candidate is well accumulated with the concrete knowledge required for the job. 

Another misconception in the minds of recruiters is, “the bigger the college, the better the culture fit.”

Recruiters fail to understand the culture of all the companies differs. For example: 

“If a candidate has interned in BUZZFEED and now wants to seek a position in GENERAL ELECTRIC. The candidate might turn out to be a job fit. However, they won't be a culture fit.”

Hiring such a candidate will result in bad hiring, as the culture of both companies are poles apart.blog-images-degree

Are degrees not important?

This is the first question that pops in the head, isn’t it?

Absolutely, they are! However, a degree can’t be the only metric of judgment when it comes to hiring a candidate.

I do understand it is expected for an academically famous college to churn out job fit students.

However, this isn’t 100% true, as the practical skills of a candidate matter more than their degree.

There are many professionals who have done their degree from an ordinary college and still manage to perform the best.

Why should you embrace this failure?

This failure broadens your horizon, as a recruiter you become more accepting. You realize the importance of individual skills, integrity, and hard work over a degree.

This will help you become a better recruiter as you will judge people for the knowledge and skills they possess. It will also end up making you an unbiased recruiter.

It will make you a better judge of people too. The phrase, don’t judge the book by its cover will become your motto!


Have you also made similar mistakes? Or perhaps, different ones? Let us know in the comment section what were the mistakes you made? How did they help you become better at recruiting?

Nivedita Joshi
Nivedita Joshi
Nivedita is a content writer by profession. She strives to make her content as relatable and informative as possible for the readers. On a personal front, her knack for trying out different cuisines and exotic food is unrivaled. In her free time, she writes quatrains on her Instagram page.

Topics: HR Practices

Related Posts

Benefits of One Way Video Interview!

Human civilization has had technological advancements one after the other over the years. These advancements have taken over the recruitment industry too. The recruitment industry has come a long way, refining and making its recruitment process more advanced and easier for both candidate and management.

Recruitment Trends To Expect In 2020!

In recent years the recruitment process has evolved and continues to do so! It is all about data-driven recruitment now, with a pinch of human emotions! Many new trends came in the recruitment industry over the past couple of years, years pass and trends change!

Employee Engagement Trends to Watch for in 2020

In a landscape full of expensive work laptops, catered lunch, and other fancy benefits, engaging employees today is harder than ever. Despite these perks, however, the New York Daily reports that 70% of US employees are miserable at work. This is a large indicator of how leaders are still having trouble stimulating engagement with today’s employees, which is a workforce more diverse and younger than ever before. As new developments in technology and social norms occur at such a rapid pace, keeping up with the changing workforce and knowing how to engage employees can get a little difficult. That said, we’ve outlined a few ways you can stay ahead and have listed the incoming employee engagement trends of 2020. Be sustainable The millennial generation, who are in-line to be the next executives, want to work for companies who are sustainable — and the numbers don’t lie. A survey conducted by Swytch found that out of 1,000 employees, 70% are more likely to work for a company that has a strong green footprint, with 30% leaving a company due to not having a corporate sustainability agenda. Fortunately, it’s not that hard for companies to adapt — even using renewable energy is something that most companies can do, as it’s not as hard nor as expensive as it was before. In fact, thanks to decades of improved technology, Marcus notes that it's cheaper than ever to generate power from a solar grid. This is mainly because the cost to make it has lowered, making it possible for solar-powered projects to thrive, and companies to get into sustainability. While it isn’t meant to be a marketing scheme, being sustainable also provides an opportunity for outward marketing and branding as well. Offer remote or flexible work schedules Today’s generation highly values a work-life balance, and by offering remote or flexible work options, you’re fostering a culture that values these principles. This will increase employee retention as they see their employers value the same thing they do. Not to mention, quality of work and productivity will increase as granting them control over their time lets them choose the work times and environments that are best for them. If you want to start offering flexible work schedules, transitioning isn’t as hard as you think. Our article on ‘5 Ways to Effectively Improve Employee Engagement’ explains that you can start by offering telecommuting days, which lets employees work from home for 2 or 3 days a week. Download time-tracking tools and messaging apps such as Slack or Microsoft Teams to make collaborating and transitioning easier. Remember to also train managers to handle their new team of remote/flexible workers, as managing a flexible workforce isn’t the same as a traditional one. Provide opportunities for growth With the current technology, employees have an easier time developing their skillset — but they don’t want to do this without an opportunity to grow. Providing employees a clear path for growth along with some guidance will make them more motivated to reach higher and engage with the company. Without this, employees will become stagnant or feel demotivated as there are no goals to reach within the company. That said, make sure to pair your employees with mentors, or let them know about the next step in the corporate ladder and how to reach it. Provide seminars, give them challenging tasks, and let them have more opportunities to grow through conventions or events. An employee who feels like they’re valued by a company enough for the company to invest in their growth is an engaged one, and there’s no better way to do this than to give them opportunities