A recruitment process with many holes cannot attract talented people, and even affect the image of the business. So what are the common mistakes in the recruitment process of businesses? Follow the article below.
1. Build the process unprofessionally
Administrators have an important role for departments to work and closely connect with each other. Specifically, with recruitment, most businesses operate without a specified approach and use excel as the main tool.
This is such a common mistake as the recruiting department will find it difficult to manage requests from other departments, applicants’ profiles, or monitor the status of applicants. If this state remains for a long period, it will negatively influence the company image, cause internal conflict, and challenge in evaluating the candidates’ abilities.
Therefore, the purpose of building a complete recruitment process is to know where the errors come from, as well as the manager can get an overview of the operating structure of the department.
2. Manage candidates’ profile data using only excel
The next mistake of the recruitment department is an assumption that it is possible to manage data only with excel. This is very dangerous for the data source of the recruitment department, because the operation on excel is not verified, and there are other risks such as:
- Data is easy to delete, and edit.
- Updated information is not synchronized, easily making errors since many users use it.
- Spending a lot of time searching for files, as well as compiling reports.
In addition, when managing recruitment data on excel, the risk of information disclosure is very high. This will create conditions for competitors to take advantage of, and lure talent to their business.
3. The corporate recruitment channel is not well organized
Communication channels play a vital role to attract talent since candidates will learn about the business before receiving an interview, especially the website. However, many businesses do not focus on taking care of the website, or just update a few contents for good.
This will have a great impact on the corporate branding, as well as a minus point when attracting talent.
4. The recruitment needs are not clearly understood
Capturing poor information when recruiting is often found in businesses that lack administrative processes resulting in the quality of candidates will not be guaranteed. This may be because the specialized department does not understand the job description of the required department, or there is no specific plan from the departments, leading to the recruitment department having to “run” to follow. Finding and contacting unsuitable candidates will be inevitable.
At that time, both the recruiting department and the specialized department will waste a lot of time and resources on interviewing, evaluating, and making selection decisions.
5. Implement a separated working system
Finally, the shortcoming of the recruitment process is that departments use separate software, meaning that recruitment requests from departments are not updated on the same system, but will go through complicated manual steps.
The recruitment process will be more challenging to track, as will the specialized department take time to present the report on candidate quality on a different platform to the departments.
The mistake in the recruitment process of enterprises is the lack of an overall management system like ERP to connect workflows from departments. Therefore, when your business encounters these difficulties, it is time to consider implementing ERP, catching up with the trend in the current digital transformation era.