Read the latest Jeff Lawrence blog. Jeff Lawrence has established a career in recruitment services in Shropshire. A seasoned recruitment consultant, over the years, he has built an impressive network made up of clients and candidates. This eventually led him to establish his recruitment services which, to this day, still serves Shropshire and other nearby areas.

Recruiting a new employee is both time-consuming and expensive. This is why it pays to look for the best person for the job. However, pressures on both time and budget for most organisations can cause some people to try and cut corners where recruiting is concerned. However, this is one move that rarely pays off long-term. Below are some common recruitment mistakes that can be fairly easily avoided too.

One common mistake that recruiters commit when hiring employees is not asking all the right questions during the interview. Sometimes, it can be hard to set aside time and effort to come up with questions that most just tend to ask generic and superficial ones. When you do not prepare interview questions in advance, you miss the chance to really gauge applicants based on how qualified they are.

There are instances too when companies end up with employees that are not really a good fit to their organisation’s culture. Employees need to fit in with the rest of the team if they are to be effective at their respective roles. No, employees do not need to think the same way as everybody else. But they should at least know and appreciate the specific principles and core values of the organisation if they are to be effective at what they do.

It does not bode well for employers to just base their decision on whether they should hire or not a candidate on the interview. While it is true that speaking to these candidates face to face would be one of the best ways to assess whether they would make a great fit for your company or not, there is more to hiring than just talking to these people in person. Consider their CVs, their references, covering letters, their web presence, as well as their personal recommendations in order to gauge if they’d make a good addition to your workforce or not.

Some companies are also guilty of not checking the references that their prospects have provided. Not taking time to pore through these references will only leave you reliant on the applicants’ own view of themselves. This is not a good idea since this view may be distorted either accidentally or deliberately too.

There are companies who seem to make it a policy to reject any candidate who seem to be overqualified. This is quite tempting to do especially during the screening process. However, candidates who seem to possess extra skills outweigh those that have less skills or experience. When you consider overqualified candidates think of it as you getting more for less.

Many organisations also make the mistake of waiting for a long time until the perfect candidate arrives. There is no such thing as the perfect candidate and the longer one waits, the more time he is wasting, leaving a position open that could have already been filled up with somebody just as qualified. There is no way that a jobseeker will match every single criterion you have laid out. This is what training and immersion are for.

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