Most individuals including recruiters are guilty of having bad habits because let’s face it neither of us is perfect. We all have our short comings, for recruiters these bad habits are usually recruiting ones. And whether you like it not you too practice bad recruiting habits nonetheless. Do any of these habits ring a bell? Can you identify with any of these habits?
Avoid Office Jargon
Recruiters should stay away from the jargon that the Organization or Employer uses because apart from the individuals working at the firm, outsiders will not understand the words or acronyms used as a member of the firm. They should also watch out for the vocab that their employers use when creating job posts, since candidates may not understand the language used. So the language used should be simple, specific and crisp while containing all the necessary and important information. When interacting with suitable recruits, refrain from terminology that is common knowledge on the floor.
Outbound Calls
Although recruiting requires one to make several calls to get potential candidates, it becomes cumbersome. The role involves making a number of calls to help you to narrow down on a list of suitable candidates. On an average recruiters speak to about 13,000 candidates annually, that comes to roughly 35 applicants per day. With such a vast number of candidates to evaluate, the possibility of inadequate information gathered is high. In such a case it becomes necessary to contact potential individuals and verify important information before adding them to the list of selected candidates. Generally, this is not done individually due to it being a tedious task. You tend to leave out some in the process. This delays the hiring process considerably.
The Procrastinator
Sourcers, like other employees too have deadlines and targets to meet, add to that the number of unexpected tasks that crop up, altogether results in a lot of work load to tackle. With a mountain of work to finish, one tends to put off tasks for another time thus fueling the habit of procrastination. Putting off tasks that can be done now leads to cramming things for the last minute while trying to meet deadlines. This results in the quality being compromised and inefficient work being presented.
Qualified CV’s compromised
Given the statistics of recruitment even CV’s are compromised when they are sent to irrelevant employers or if they don’t meet the requirements. With the magnitude of candidates researched and sorted out, at times simple mess ups like interchanging of resume’s and inadequate information gathered can both annoy the employer thus affects your performance in turn affecting the value of the candidate.
The Slow Responder
As recruiters apart from sourcing candidates of caliber, we also have other responsibilities. All of these tasks and unexpected ones too, take up our time. In a situation like this we usually postpone our response time to any form of communication either via email, S.M.S, voice mails etc. If the response time is postponed it affects their productivity, so try to be respectful of their time and respond in a timely manner. It is preferable to respond within 24 hours and as soon as possible but in case a response is required instantly, it would be wise to swift through the emails and S.M.S for ones that need your immediate attention.
Having bad habits can hinder your performance and affect your career growth in the long run. So let us unlearn what has been learnt and perform to the best of our ability without restricting or limiting ourselves to be better than what we are already.
