Even with today’s advanced technology and tools, managing talent isn’t always easy. With all the various processes to handle —recruiting, background checking, onboarding, remuneration and more —HR professionals are bound to make mistakes from time to time. But some pitfalls can be avoided with a few simple steps. Here are five common talent pipeline mistakes and how to fix them.
1. Having a lengthy recruitment process
An extensive application and recruitment process can deter high-quality applicants and waste company time and resources.
From start to finish, the recruitment process should take no longer than four weeks, on average. Streamline the process by identifying at which stage candidates seem to be abandoning the process, then make the appropriate adjustments. For example, if you notice candidates dropping off during the application phase, it may be because your application form is too long or complicated to complete. Simplifying and streamlining the application form should ensure you’re not losing out on great talent. If candidates are dropping out of the process during the final stages by declining your offer —or ghosting on their first day —this shows your recruitment process was too slow, and your candidates were likely snapped up by another employer.
2. Not running background checks
When hiring teams don’t run background checks, they make themselves vulnerable to an array of potential problems. CareerBuilder research has shown more than half of small business employers find mistakes on resumes submitted by applicants. While some mistakes can be unintentional or minor — a typo or incorrect date for example — others may be intentionally dishonest or fraudulent. Failure to catch these instances can lead to hiring the wrong candidate for a role.
Hiring teams should verify resumes and run background checks prior to hiring, or even interviewing, a candidate to ensure they are honest and well-suited for the position.
3. Not clearly identifying the position’s expectations and responsibilities
According to CEO Think Tank, only 50% of employees globally strongly agree they know what is expected of them in their position. This disconnect can implicate the hiring process and lead to bad hires or missing out on quality talent. Employers can improve this percentage with better communication in the early stages of the recruitment process. For example, providing a job description that clearly outlines responsibilities, goals, and performance indicators sets a candidate’s expectations before they apply for a role. Having a clearly defined Employer Brand and Employee Value Proposition that is prominently displayed on job listings and your career site helps candidates decide whether they will be a good fit for your company. Incorporating this important information into a recruitment marketing software can then help attract and engage qualified candidates that are a good fit for your organization.
4. Looking at job titles rather than skills
While a candidate may not have the correct job title on their resume for a position they’re applying for, it doesn’t mean they don’t have the proper skill set to excel in the role. When an employer looks at job titles rather than skills, they miss out on talent who may be well-suited for the position.
Recruiters should look past a potential employee’s job title to discover if they have any transferable skills that could be valuable for the position they’re applying to. Employees are adaptable; this could be an opportunity to bring their strong knowledge base and fresh perspective to the position you are trying to fill.
5. Doing everything manually
One of the most common talent pipeline mistakes happens when companies attempt manual processes rather than focusing on efficiency. While hiring teams might feel they have more control over their hiring when doing the job themselves, this can actually cause roadblocks and avoidable mistakes. Teams who don’t adopt innovative software open themselves up to a litany of issues like missing records, human errors, unconscious bias, and more.
Automation software, which is constantly improving and customizable to a team’s unique needs, enables hiring teams to focus on big-picture actions while leaving administrative tasks to the software.
Build a powerful talent pipeline with Clinch
Businesses looking to build sustainable talent pipelines and streamline their hiring process should consider Clinch. Whether you want to streamline the application process, build a compelling career site, or improve communication with applicants, Clinch’s customizable CRM can help. Take our 3-minute tour and see how Clinch can improve your hiring strategy.
