In recruitment, it’s easy to blame a recruiter at the best of times. Which is why, when they do make mistakes, as we all do, they’re usually underscored in red marker.

We’ve shared some of the most common mistakes made in recruitment, and have given advice on how to avoid these errors completely.

Not planning for tomorrow

Don’t be shortsighted in your dealings and remember that recruitment is an ongoing conversation that is nurtured over time.

Almost half of sales staff pull the plug on a negotiation after the first ‘no’ from a candidate, which fails to recognise that ‘no’, is more likely to mean ‘not right now’.

A “no” today can quite easily become a “yes” for tomorrow with a properly managed network and a well-kept CRM.

And it’s important not to let a no hold you back. Alongside these candidates, you also have access to an abundance of others. Though passive candidates can seem like a challenge and a lot of effort, present them with the right role and they’ll take the bait.

Further to this, the world of freelance and contract work is growing within the UK economy. There is a huge pool of talent out there, just waiting to be found. Use this opportunity to grow your talent pool and increase productivity in your team.

Forgetting the detail

They say the devil’s in the detail and anything you send out will be scrutinised by your recipients, whether that’s a seemingly straightforward email or a contract. Any of the following errors can cause a lot of damage – to your work, your reputation and your business:

  • Poorly constructed mailshots
  • Grammar mistakes
  • The incorrect name
  • Obvious templates
  • A mistaken address
  • Conflicting dates

The quality of prospects you get back from adverts really depends on the level of detail you include. From what you’re looking for to what you can offer, adverts are too often laden with generic buzzwords that don’t really appeal to anyone in particular.

Don’t make the mistake of casting your net too wide so that the candidates you want for the role are lost in a sea of interest.

The more filters you place on your candidate acquisition the quicker you can find the talent you need.

Believing the candidate

It would be nice to trust people at face value, but in the world of recruitment that’s not really a luxury you can afford. Candidates lie. It’s a serious faux pas if a candidate is later pulled up by a client after being screened by a recruiter.

When you send a prospect to a client, make sure you’ve screened all the details that could see them come unstuck.

Have you fine combed their CV so that they reflect the paper copy the client is expecting?

Selling to the gatekeeper

Are you dealing with the decision maker or are you selling to a gatekeeper that carries little sway in whether a decision is actually made?

If the decision maker is absent or the budget’s not signed off, then delays later down the line can cut the tightrope that is the recruitment process.

Defending yesterday’s heroes

They might have once been top billers or carry the hallmark of a major recruitment firm, but, if they’re resting on their laurels and not delivering, then they’re dragging an agency’s bottom line into the red. The sooner you pick up on this, the better. And then you’ll find it easier to manage poor performance.

Agencies can’t afford to have passengers that don’t pay their way, which is why, if the methods of yesterday’s heroes are no longer working and they’re resistant to change, then they need to go.

With all of this in mind, and contrary to popular belief, you can teach an old dog new tricks. If you notice that your top billers aren’t working at the same pace as they used to, consider how you can motivate them to continue their professional achievement.

This article was originally published on Sept 21, 2016 and updated Feb 27, 2018