You should definitely avoid these traps when recruiting

Effective Recruitment Strategies and Practices

Finding good people is hard. The right approach is all the more important. With these Six tips, you can avoid dangerous cliffs in recruiting.

It is an open secret: In times of a shortage of skilled workers, the tide is turning. Companies are increasingly competing for talent - and not the other way around. "With money alone, companies can no longer score," Says Today US , Senior Director Marketing at Monster. What is important is the values that the company represents and an open ear for the needs of the applicant. An honest and attentive attitude pays off. In addition, companies should avoid a few tangible pitfalls to stay in the race.

6 Advantage and disadvantage when Requirement

Wrong Talent 

A company is always latent in the search for candidates and must bear in mind that the image in the head of the potential employee is shaped not only in the application process, but also by other brand experiences. Those who focus on sustainability in employer branding, but in corporate reality notice negative headlines about environmental violations, draw a contrary picture.

False expectations

Personnel managers should already clearly communicate in their job description what the company stands for, what it has to offer and what is sought in concrete terms. If the need remains vague, candidates are approached who may not fit the task at all. An unnecessary waste of time and energy for both sides.

Wrong speech

Requirements from the specialist departments are usually peppered with technical terms that hardly anyone understands outside. Not only is there unnecessary room for interpretation. The risk that young candidates will not even apply for such bulky advertisements is immense. Traditional job titles from the "Junior Key Account Manager" corner, which suggest a sense of hierarchy and a low degree of personal responsibility, also play the same role.

False promises

It is understandable to promise potential candidates the blue of the sky, after all, this can score points in the application process. And yet companies should absolutely resist temptation. The candidate jumps out as soon as he smells the fuse, and the company loses credibility, an absolute no-go.

Incorrect capacity planning

Over and above the application process, companies are quick to lose out when the workload is too high. So many hopes and expectations are projected into the new person that he has to push his limits. If the stress gets too great, the employee is quickly gone again.

False pride

To think that one has rented the wisdom for oneself leads quickly to the offside. Companies that act in this way work past their needs over time, and it is better to have an ear to the target group. And to ask - instead of just going out with answers.

„"Be open to the proposals of the applicants," advises Luzar. As crazy as they may sound at first, they can be an asset to the work environment and business."