Recruiting is a challenging job and considering various situations and reaching the requirements of hiring managers on an ongoing process. It is not only searching the right person for the right job but also matching the needs of both employers and jobseekers within rising the complexities. When coming to online recruitment there may be difference of information available to the jobseekers and when the information is very limited then there may be chances of errors. Most of the applicant leave many fields and gives insufficient information that is proved to be insufficient for recruiters. Some requirements demand urgent need of hiring and recruiters search may not reveal the right candidates to fill the open positions. If the candidate fails to provide the sufficient information then that profile may not shortlisted and recruiters ignore that profile even it more deserves also. Below are the regular mistakes done by online recruiters and need to be corrected.
Not testing the skillsets properly: It is important to test the skills of a candidate with proper tools and some skills areas are not assesses through any tools and can be evaluated during the interview by taking some time. But recruiters are failing to do so like not including the challenging questions in an interview which related to the job position they have applied. This helps in assessing their task behavior as well as the level of training they require in their next job opportunity. It is important to hire somebody on their interview behavior but requested to hire on the basis of skillsets.
Searching for the reasons to reject: When you are searching for profiles search in a way by creating two columns that positive skills required for your position and areas need to be improvement. You may find number of reasons to reject profile but always search in view of providing training.
Hire as per the organization culture: Hire a candidate in matching with organization culture and values and fit with environment. This will save time in recruiting while searching for candidates.
Decision in selection: As a recruiter you may get number of applications and references for the job you are posted and you have your own assessments to evaluate a candidate profile. It is good to find a candidate with right evaluation and give it to a team to get right judgments. If you follow these points then you will get right results.