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    Mistakes to avoid whilst engaging with potential hires... 

    Discovering the capabilities and skills you need to help grow your business is one thing, it's a whole other ball game to recruit them.  Here are the 6 biggest mistakes made whilst hiring top talent...

    1. Ghosting Candidates

    Ghosting candidates will result in a detrimental impact on your employer brand. Whilst everyone's a friend of Casper the friendly ghost it's a big no-no to ‘ghost' or ignore applicants who were unsuccessful. This is candidate experience 101 but incredibly a candidate behaviour survey by career builder revealed that 4 out of 10 of candidate applications never receive a response or any type of communication.

    Ghosting Candidates - 6 mistakes made during the hiring process

    Why is this happening? There are numerous reasons why ‘ghosting’ might be occurring but possible causes are that either the Internal Recruiter or HR professional is wearing ‘too many hats’ and has a lack of time and resource to respond to applicants. Or, the recruitment agency is waiting for their client to give them feedback on your CV, Application or Interview and has moved on to processing candidates for other roles whilst they wait for further new information.

    2.Bad Timing!

    More often than not your potential new hire already has a job. Hiring managers and recruiters should bear this is mind when it comes to phone calls and arranging interviews.


    If possible offer to make contact before or after work or within their lunch break. Not only will this make the candidate feel more at ease but it will also help you get the engagement and response you need to ensure the time to hire is as swift as can be. 

    Tip: Get the right HR technology! There are some great ATS tools (applicant tracking system) in the market that will help you to automate the candidate journey = allowing for better timing PLUS you'll avoid the potential Ghosting problem too! 

    3.Taking too long to review a CV

    Take no longer than 8 seconds to review a CV, a couple of quick questions to use when reviewing a CV is such short time are: has this candidate got the skills and/or experience I am looking for? Demonstrate achievements rather than a focus on ‘duties’? Do they have a mix of hard/soft skills?


    Once you have quickly reviewed the CV decide on one of three courses of action; not right for the opportunity, call them to rule them in or out of shortlisting and shortlist.

    4.Too many cooks in the kitchen

    Whilst it's a good idea to get a spectrum of opinion and discussion on the right candidate for the role, the people involved should be kept to a subject expert (if the hiring manager isn't one themselves),  hiring manager and an HR representative.


    Whilst you might think this is a good idea to get second opinions to get truly hire the right talent – it could make the process lengthy which could disengage the candidate. In short, agree up front, setting clear expectations of whom needs to be involved and when. 

    5.Don't sell? Wont sell!

    Forgetting that an interview is two-way is one of the biggest mistakes of this list. In today's candidate-led market it would be foolish of companies to assume that because a candidate has applied for a position that it means they'll accept a job offer should it be offered. An interview is about both parties assessing the fit.


    Tip: Be careful not to oversell or give the candidate a view of being successful before the interview process has even begun. Use words such as ‘should you be successful you will be working on…'  rather than ‘you'll be working on…' remember that the candidate could be very excited about the opportunity and give them unnecessary false hope, could leave the candidate with a very bitter taste in the mouth should they ultimately be unsuccessful.

    6.Hunt for the Purple Squirrel?! 

    Consider why you’re hiring for this position, especially when it comes to a completely new role. The chances are you might need a little bit of flexibility with the candidate, and it can be quite attractive to talent if they are able to shape and evolve the role.


    Similarly if you fail to define your role, or change it very quickly after onboarding your new hire and you could run the risk of your newest employee feeling like they've been mis-sold on the opportunity, which could impact your staff retention. 

    Need help hiring new talent to your workforce? Request a one-to-one consultation and we’ll arrange a time to talk about building resourcing solutions bespoke for you and your business.

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