Don't miss out on the best candidates

on 07 December 2015
Don't miss out on the best IT candidates

With the economy continuing its slow walk to recovery there is one thing that is becoming pretty clear; it is now a candidate's market. A study released by Career Network Beyond stated that it is harder now to find qualified candidates. Is this the true picture though, or are employers missing out on their ideal candidates because bias and errors in their recruitment process.

Don't miss out on the best candidates due to recruitment bias

Remember the days when it was very much an employer’s market? Recruitment departments were so often swamped with CV's they had to look for reasons to disqualify a whole bunch of top candidates to narrow it down for the interview stage. It's hard to believe now how many CV's ended up in the trash. Now it's a whole different ball game and companies are having to hire the best of those who have applied rather than the top talent they have failed to attract. Here are some of the most common mistakes still being made today.

No follow up emails

If you invite somebody to attend an interview by email and they fail to respond don't automatically presume they are no longer interested and scratch them off the list. There could be many reasons why they haven't responded such as server problems, your email going into their junk folder or your email account not allowing their response through the spam filter. We recommend inviting people for interviews via phone or text rather than email but if you have used the latter wait 24 hours and then follow it up with a phone call. One thing from personal experience is people being on holiday, the dial tone sounds different if someone is abroad, they may not pick up your voicemail until they get home so give them a chance if they are a strong candidate.

Spelling errors

Those spell checks are far from perfect and very often don't pick up on misspelt words and may not even recognise technical terms or offer relevant alternatives. Ask any writer, one of the hardest things you can do is proof your own work as you see what should be there instead of what actually is. You have to put this into context and decide how important spelling is to the role you are recruiting for. If, for example, you are seeking to fill a role in STEM industry, are you really going to dismiss somebody capable of coding in 4 languages because of a spelling error?

Confusing job titles

This is one of the trickiest aspects of recruitment as far as previous experience goes as sometimes the official job title is nothing like the actual job. For example, if you saw on a CV that somebody was once an 'interior light improvement engineer' this conjures up all manner of possibilities, when you find out they were actually a window cleaner it’s a major disappointment. Okay, the chances of actually seeing this on a CV are pretty remote but you should keep an open mind as once you think about it the title actually makes sense, and shouldn't be dismissed as irrelevant.

Ignore those nerves

Just because somebody is visibly a bag of nerves at their interview doesn't mean they are not exceptional at their job and won't be the perfect fit into your company culture. They are out of their comfort zone and you should never dismiss somebody who has all the other attributes you are looking for just because they don't handle interviews without shaking. Instead try to help them relax and answer your questions whilst showing their true personality, informal and leading questions can help set the scene. 

Image courtesy of freepik


Share