Top 10 mistakes recruiters make: #10 Ignoring candidates

Posted on September 29, 2013 by Mike Stafford

By: Brand Ford, Sr. Recruiter and Consultant

This is the final in my 10-part recruiters’ mistakes series, and I hope you’ve enjoyed my posts, and learned a little along the way. The final mistake I’d like to discuss, #10, is the biggest of them all:

Looking at a candidate that isn’t a current fit as someone you don’t need to pay attention to.

Frankly, recruiters have the hard task of keeping up with a lot of people. But just because someone doesn’t fit the job you called them about, doesn’t mean you should throw them into the ‘not going to use’ pile. Schedule a Read more Top 10 mistakes recruiters make: #10 Ignoring candidates ›

10 Mistakes Recruiters Make: #9 Not asking for referrals.

Posted on August 25, 2013 by Mike Stafford

By: Brandy Ford, Senior Recruiter and Consultant

In my last post I discussed the mistake recruiters make in failing to understand your client’s culture and what personality type they’re looking for. Today I’m going to discuss another mistake recruiters make, which is:

Common Mistake #9: Failing to ask for referrals.

Recruiters are awful, terrible, horrible people that call you while you’re working and offer you an opportunity for another job you just don’t care about. Sure, it may be more money, the boss isn’t a micromanager like your current boss, and the location is closer to your home, but no – you’re at work, and you have a job. Darn pesky recruiter. So, the recruiter hangs up when you say “I’m not interested”. This is a horrible mistake. They should have Read more 10 Mistakes Recruiters Make: #9 Not asking for referrals. ›

10 Mistakes Recruiters Make: #8 Not understanding the culture.

Posted on August 10, 2013 by Mike Stafford

By: Brandy Ford, Senior Recruiter and Consultant

In my last post I discussed the mistake recruiters make in failing to get candidate feedback from your clients. Today I’m going to discuss another mistake recruiters make, which is:

Common Mistake #8: Failing to understand your client’s culture and what personality type they’re looking for.

This information is very important to convey to your candidates. Also, to assist you as the recruiter, as to whether or not they are both a culture and personality fit. If you take the time to really get to know both your candidates, and your clients – this won’t be a problem at all. An example of a good key question to ask a candidate would be: Read more 10 Mistakes Recruiters Make: #8 Not understanding the culture. ›

Top 10 Mistakes Recruiters Make: #7 Failing to get candidate feedback.

Posted on July 30, 2013 by Mike Stafford

By: Brandy Ford, Senior Recruiter and Consultant

In last week’s post I discussed the mistake some recruiters make in failing to prep candidates for interviews. This week I’d like to talk about another way recruiters can drop the ball, by failing to get candidate feedback.

Common Mistake #7: Failing to get candidate feedback from your clients.

This is just downright unfair. The reason your client gives you as to why they didn’t pick your candidate might be a real easy one like- “they didn’t have the skills we were looking for.” But as a recruiter, it’s your job to take care of Read more Top 10 Mistakes Recruiters Make: #7 Failing to get candidate feedback. ›

Top 10 Mistakes Recruiters Make: #6 Failing to prep candidates for interviews.

Posted on July 23, 2013 by Mike Stafford

By: Brandy Ford, Senior Recruiter and Consultant

In last week’s post I discussed the mistake some recruiters make in not picking up the phone to have a real conversation. This week I’d like to talk about another way recruiters can drop the ball, by failing to prep a candidate for an interview.

Common Mistake #6: Failing to prep your candidates for interviews.

If you don’t know for a fact that your client wants to see your candidates in suits for an interview, then you don’t know your client very well. And if you don’t know your client very well, then how are you going to Read more Top 10 Mistakes Recruiters Make: #6 Failing to prep candidates for interviews. ›