Recruitment decision makers being strategic human resource managers are key decision makers that help shape the nature of the workforce. They are never the supplier, they are never the source of talent, they are never the ones who give companies options for potential success. Their industry knowledge, specifications, and keen observation of the right talent make recruiters‘ role important for any organisation. Even the most experienced workers are prone to it now and then so it is possible. Slips can be detrimental not only to Organizational Climate and Impressions the candidate is making, but also to the quality of the work executed.

It is trite knowledge that these are practices that are fettered and should not be practiced in the current testing job market so as to succeed if you are a recruitment agency. Perhaps it is high time that we dedicate our time in engaging in a study of some of the pitfalls which most recruiters make and how they can be avoided to enhance the recruitment process.

Relying solely on resumes and not conducting thorough interviews

Still, a vast majority of people in the capacity of recruiters end up placing a lot of reliance on resumes. And while a resume gives some idea of a person, it is insufficient in depth to present a whole picture.

This is more so dangerous for the candidates in that they have no option but to exaggerate most of the skills or experiences. This makes having your bases solely relied on resumes very dangerous for any recruitment agency.

It is easier to get information on personality types and interpersonal skills which are so vital for a certain post during the silo interviews. It reveals these conversations help in also discussing the compatibility of the cultural profiles.

Therefore, open questions enable the candidates to give an insight into their practical work experience and the information, which is therefore obtained, enables conclusions with regard to problem solving and teamwork.

By avoiding this step what it really means is that there are employees who would most probably perform extremely well in an interview but they don’t look so good on a resume. Recruiting is much more than joining papers; it is about getting the candidates and identifying the current capacity of these contenders.

Not utilizing social media and online platforms to reach potential candidates

Many recruiting managers stay limited to their scope and never consider the potential hold in place on the internet. Facebook and Twitter are best tools of sourcing and identifying the potential candidates both for the organization and for the market.

These channels are a chance for a new approach to presenting your company’s culture. This feature will attract one who may not be searched and perhaps may provide their time in other possible opportunities.

If company executives do not employ these media of communication, the stop connection with what might be referred to as the ‘passive placements,’ or those who will not initiate change, but who can be persuaded if the opportunities are presented to them in a good manner.

But through the social media sites, the content that is being posted is as per the expectation of the type of audience that is seen by the recruiters . This is how a real relationship is developed before any actual efforts at the recruitment are begun at all.

Thus, excluding these tools lowers the general visibility of the search and the search is contained to a very limited relevant field. With integration of modern technology the company will effectively address the areas of current generation that actually encourage automations of ways of sourcing employees.

Ignoring diversity and inclusivity in the recruitment process

In particular, the absence of diversity and inclusion in the applicant pool is, of course, harmful to a business. Another disadvantage of a more distributing homogenous profile of human resources is because there is little or negligible idea churning within an organization. Different affairs are allowed in as far as they seek to introduce fresh ideas which may be used in solving a particular challenge.

Recruiters and hiring managers who decide not to consider diversity candidates are in fact locking great potential for change out. The global society is complex and as such organisations should also be equally complex organsited.

Further, it assists in the creation of an experience within the employees when hiring. In addition, satisfaction during working Kahn (1990) the higher use of these resources raises positive feelings about work and increases the rates of employee turnover. Some are eager to work at places they feel they belong to.

Here, the recruitment agencies assist in changing the clients’ attitudes and pressuring them to adopt diversity on the staff teams. When assimilating the angle of CK, firms make their brand more respondent which as a general conduit makes more positive impact out of it.

Not providing clear job descriptions and expectations

Excellent roles and responsibilities in relation to job vacancies are important when recruiting employees. When these elements are missing it causes a lot of confusion among the candidates, as well as the employers. The candidates may apply for some post that they do not meet the standard requirements or do not understand what is expected of them to do.

A good job description does not only include details on the tasks but also specific requirements to be met by candidates. This clarity helps attract better-suited candidates that fit your company in every way thus improving its performance. Thus it reduces time within the screening process and makes the interview process faster.

However, one should remember that clear expectations established in Heaven’s high standards are set from the very beginning. The quality improves because candidates are aware of the expectations in the position if hired, increased compliance, and lower staff turnover. This means a recruitment agency that ensures proper communication about the roles is developed will be more beneficial in the long-run.

They note that using accurate job descriptions has a positive effect on trust between the recruiters, and the applicants. It proves that people value others’ time by making sure they have been looking into the right job category that suits them best; what a beautiful recipe for a good job fits all!