When was the last time you analyzed your talent acquisition process? Nowadays, in such a candidate-focused market, it’s more imperative than ever to ensure your talent acquisition is streamlined. Below, we go over a few mistakes that your organization might be making when it comes to talent acquisition.
What are some talent acquisition mistakes companies should avoid?
Using questions that aren’t open-ended. When you ask Yes or No questions, you’re not leaving room for your interviewee to give an answer that helps you learn more about them. So, a few examples of these open-ended questions are things like, “How would your colleagues describe you?” or “What motivates you?”.
Not reaching out to your current employees for feedback. What teams will the new hire be working with most closely? In preparation, spend time with these departments and learn more about the specific skill sets that would be a valuable addition to the team’s work.
Letting small talk dominate the conversation. Although small talk is important and can help establish connections, it should not make up a large majority of the interview. You want to ensure you’re still gathering the information you need to make the most informed decision. Therefore, be sure to stick to the agenda and not go off course too much.
Lack of diversity in how you treat each req. According to Talent Growth Advisors, “Most recruiters fill reqs according to when they were opened, not according to how critical each req is. Rather than filling reqs chronologically, recruiters should be filling them according to criticality.”
And while you’re here, don’t forget to view all of APC’s thought-leadership pieces, which cover a range of informational articles for both employers and professionals on topics like resume help, a study on the Great Resignation, top tech hiring trends this year, and more!
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Kristen Burgess is the Marketing Specialist at Alliance of Professionals & Consultants, Inc. She has five years’ experience in curating content for digital platforms, social media contributions, and supporting marketing campaigns and strategies. Before joining the APC wolfpack, she worked in digital marketing for software as a service, giving her keen insight into the types of professionals APC hires today. In addition, she likes to stay up-to-date on the most relevant trends within the technology industry through thought-provoking podcasts and newsletters while paying attention to industry leaders’ trends. In her spare time, she serves on the Management Team and helps craft communications for the Junior League of Durham and Orange Counties.
