Rollout Your Recruitment Drive By Avoiding These Talent-Limiting Mishaps

While doing everything on your own is a prerequisite of early business, there will always come a time when there’s no feasible way to grow without considering employment.

Unfortunately, while there will always be people looking for jobs, ill-thought hiring processes and techniques are never going to secure you the best in class, a fact that could ultimately see you failing to compete.

To avoid this very significant downside, it’s therefore essential to not only think about technicalities like the legal implications of employment itself, but to also avoid the following common mistakes that may limit your access to the best members of the talent pool.


# 1 – A passive approach

Posting jobs on recruitment sites and Linkedin is and always will be a prerequisite, but it’s by no means enough to ensure quality applicants. For that, a more active approach is essential to help you cherry-pick who you want, rather than picking the best from a bad bunch. Searching social media or even speaking to people in your network is especially useful for helping you to actively reach out to people you want.

While you aren’t guaranteed success, you should find that personalised email requests for interviews at least get the right people looking your way, and prove that you’re a forward-thinking employer who might just be worth working with. 



# 2 – Delivering into too narrow a talent pool

For new and often nervy recruiters, the legalities and scope of global searches, or even extended local searches, can be daunting. For this reason, it’s not unusual for new employers to settle on workers only in their local areas. But, as well as opening you to accusations of discrimination, this is no way to secure top dogs.

Instead, it’s essential even at this early stage to familiarise yourself with local registration requirements for global employment, or even how to seek a sponsor licence to hire foreign workers here in the UK. At the very least, it’s worth implementing long-distance interview processes by video or phone so that you can advertise nationwide, and enjoy access to much wider, and likely higher-quality, pool of talent.


# 3 – Letting perfection get in the way

While some employers settle too soon for employees who are less than perfect, others make the equally damaging mistake of letting perfection get in the way of their employment quests. Especially to begin with, it’s easy to assume that you need to keep hunting until you find someone who 100% fits with your idea of what your team should look like.

But, the harsh reality is that there’s no such thing as a perfect candidate, and it’s important to look past this at skills and experience that can negate any potential compromises. Remember, too, that focuses on in-house training and the longevity of your employees should, eventually, see you securing that perfect team you’ve been picturing in your mind.


Employment is tough, and finding top talent is harder. Make sure that you’re not adding to the struggle by avoiding these mistakes wherever possible. 


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