8 Mistakes to Avoid During Online Recruitment Approaches

Recruiters nowadays use social media mostly for their recruitment processes. Recruiters engage with the candidates online through twitter, LinkedIn, Facebook, Naukri, Indeed and many more such platforms to hire the best people for their company.

It has become an integral part of almost every hiring operation in most of the businesses in different sectors, especially companies dealing with technical jobs.

Online recruitment approaches are much more than just finding the right candidate online. If done right, it can make a considerable effect on candidate engagement, employer branding, and even sourcing results.

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Sure, you could always outsource the online recruitment process but keeping it in the house allows you to take control of your brand image to get proactive, relevant and engaging candidates to apply to your postings.

But even if you outsourced or set up a recruiting team, it is believed that most of them are not getting the right results upon putting their significant amount of time, effort and even resources in these online recruitment approaches. Now, you might be wondering why? We’ll tell you.

Putting up postings of an available job or application is easy, but you are also along the way making certain online recruiting mistakes and don’t even realize about it that triggers a red flag among the candidates making them bail out before they even reach the company for an interview.

So, go through these major and minor level mistakes that usually online recruitment process unintentionally make to improvise on your recruitment approaches,

Mistakes to Avoid During Online Recruitment

Major Mistakes

1. Lack of Ability to Keep the Candidates Engaged

You cannot send a job application to someone in your 9-5 timings and reply in your same time job.

That will take you days to close that person. The online recruiting process needs to be more productive, and for that, you need to act fast and be the first one to reach out and also be quick to respond to someone when you get busy.

Recruiters need to be proactive and accessible to communication 24×7 with potential hires so that they can reach out with the right message to the potential hires at the right time every day.

2. Failure to Communicate with Team Members

Online recruiting brings along a wave of applications, and usually, most of them may not qualify.

If your organization operates across multiple locations and hires candidates regularly, then the recruiting teams need to collaborate consistently for screening applicants, sharing profiles, and shortlisting qualified candidates.

Having an automated applicant tracking system that sends instant notifications, shares information in real-time, and keeps everyone on the same page is a bonus.

3. Not Prioritising the Needs of Your Audience

Recruiters who only focus on recruiting candidates on social channels won’t last long if they fail to add value.

Social media platforms are all about keeping the audience engaged with what you are selling. Since you are selling jobs, you need to build a base about it by telling insights about it through different resources like career advice, interview tips, eBooks, etiquette videos, etc.

Keep people coming to you, and that’s how you unlock the actual value of online recruitment.

4. Assuming Every Social Channel is the Same

All social platforms on the internet are not the same and working through the same strategy on each of them will not make your recruiting successful as well. For instance, what works for you to bag in candidates from LinkedIn won’t work on Facebook the same way.

So it is important to develop a unique online recruiting process for every social channel to work on with your team. Online recruiting demands a considerable amount of daily time, so if you want to maximize your conversions, then you need to maintain a solid and consistent presence on every platform with your content.

Also, Read: How HR Departments Can Use Tech to Improve the Recruitment Process

Minor Mistakes

5. Too Much Confidentiality Makes Lose Interest

Usually, job applications are sent to the candidates with only a description of the positions without mentioning the name of the company. Even upon the first inquiry from the candidate, recruiters try to bait-in a candidate for an interview before revealing the company details which is a wrong practice.

Give a chance to the candidates to make an informed decision by giving full information on the job application that includes all the details. That way, all the wrong candidates get filtered away on their own in the first place.

6. Matching A Wrong Skillset

Recruiters generally focus on what skills does an employer requires from a candidate and try to hunt down a person with a skillset with the same online. It might turn out that a candidate may have those skills but be interested in working on other skills more, then what?

Hence, a more practical approach needs to be applied here by the recruiters thoroughly understanding the job role given by an employer before selling out the position forcefully to an even slightly potential candidate.

7. Not Personalising Your Email

“I came across your profile and was very impressed with your background.” This is a very cliched approach given across hundreds of candidates every day by the recruiters because they are too busy to customize it!

Understandably, you have to approach a targeted number of people every day. Still, it would really give you more positive results if you could take out a few minutes every day to personalize your email.

8. Lying About Reference to the Candidate

It usually isn’t always the case, but when it does happen, it makes a candidate feel as if they were played. Recruiters never mention any reference names because they usually checkout candidates on LinkedIn but to break the ice they say this.

Not a good practice, though. If a referral did exist and is asked about, then openly mention their name and give credit to the given person to demonstrate trustworthiness.

Final Thoughts

These are the mistakes that will help you improvise your recruitment approaches at your workplace. Spend some time researching where you go wrong and make sure to use this blog as a list.

The effort you put into recruitment, and other enrollment strategies should pay off for years to come. Now it’s over to you.

How are you going to change the way you approach your online recruiting process to get better results?