9 Things Recruiters Do That They Shouldn’t

Recruiting can feel a lot like dating: Two parties looking for people they want to spend their days with, both excited for the opportunity to find the right fit but nervous about the risks involved.

And everything is magnified after the first time somebody you thought you had a connection with spurns you. After all, broken hearts can be hard to mend. Just as in love, so it is with company turnover. And nobody likes turnover. For starters, it’s extremely expensive.1 And for recruiters and hiring managers, it’s a huge time consumer

And quite frequently, turnover can be prevented through better hiring processes.

When organizations make bad hires or don’t offer the training and resources necessary to keep an employee on board (often because they didn’t realize the need existed at the time of hire), they have nobody to blame but themselves. Bad hires are usually the result of looking for the wrong thing in a candidate or not setting the right expectations during the hiring process.

The hard truth is that failed hiring processes can be detrimental to an organization, but the liberating reality is that recruiters can fix so many of these problems just by fixing hiring processes.