12 common errors employers make in Recruitment and why they matter

1/ Outdated, ambiguous or misrepresentative job descriptions. This will reduce your odds of hiring the right person - how can you reach your destination if you don't know your starting point?

2/ Looking at job titles the wrong way. If your job title has no meaning outside of your organisation will it appeal to the right people?

3/ Looking at job titles the wrong way. Does the job title on a CV always reflect what that person does, or are you missing out on good candidates?

4/ Job adverts are not job descriptions. An advert should sell your employment – why should your ideal reader want to work for you, especially if they aren't already aware of you as an employer of choice?

5/ Interviews are a two-way street. Interrogate the best candidates and they may vote with their feet.

6/ Assuming a specialist recruiter is a specialist in your domain. It's easy to recruit off keywords, but how does that reflect the needs of your business and candidates? Dig deep into their process to find the truth of their expertise.

7/ Neglecting context. Your context as an employer defines candidate suitability, not the words on a CV. Dazzled by FAANG as an SME? How often will that succeed if their system of work doesn't mesh with yours?

8/ That bias informs capability. Don’t let your assumptions prevent fair play or access to good candidates.

9/ That gaps in a CV imply incompetence or inability to commit. Have you heard of 2020, 2021, 2022, 2023?

10/ That having a degree proves critical thinking ability. What about critical thinkers who couldn't or chose not to attend University? What about those clever grads who can only do theory and not practice?

11/ That you can’t write, talk and listen in the language of those you want to employ. Hiding behind jargon impresses only those that want to impress you.

I can tell you 89 more, if you like - 07896 092024, greg.wyatt@bwrecruitment.co.uk.

Thanks for reading,

Greg