{"id":11353,"date":"2020-11-06T00:00:00","date_gmt":"2020-11-06T00:00:00","guid":{"rendered":"https:\/\/scouttalent.com\/?p=11353"},"modified":"2026-06-19T03:01:36","modified_gmt":"2026-06-19T03:01:36","slug":"the-biggest-mistake-in-recruitment-and-how-to-avoid-it","status":"publish","type":"post","link":"https:\/\/scouttalent.com\/us\/blog\/the-biggest-mistake-in-recruitment-and-how-to-avoid-it\/","title":{"rendered":"The Talent Scout Episode 31: The Biggest Mistake in Recruitment and How to Avoid It"},"content":{"rendered":"<div style=\"width: 100%; height: 170px; margin-bottom: 20px; border-radius: 10px; overflow: hidden;\"><iframe style=\"width: 100%; height: 170px;\" src=\"https:\/\/player.captivate.fm\/episode\/180f54f3-7fde-4731-9661-dde8add588d3\" frameborder=\"no\" scrolling=\"no\" seamless=\"\"><\/iframe><\/div>\n<p><em><span style=\"font-weight: 400;\">This post is written by our Senior Recruitment Marketing Specialist, Shane Keane. It is based on our free guide on the same topic and you can find that <strong><a href=\"https:\/\/scouttalent.ca\/scout-talents-guide-to-avoiding-the-biggest-mistake-in-recruitment\/\">here<\/a><\/strong>.\u00a0<\/span><\/em><\/p>\n<p>I\u2019ve talked quite extensively about this in webinars, but I don\u2019t think we\u2019ve ever touched on the biggest mistake in recruitment within our podcast series and how to go about avoiding it. What is this mistake? Well, it\u2019s a lack of very specific preparation.<\/p>\n<h3>The mistake<\/h3>\n<p>Surprisingly very few organisations actually take the time ahead of attracting candidates to truly identify the perfect candidate. Most have a surface level idea of what\u2019s needed but those ideas are usually vague and don\u2019t necessarily overlap correctly with what\u2019s actually required to do the role.<\/p>\n<p>This is the crux of the issue and results in a recruitment campaign that is doomed to fail from the beginning because how can you know who the right candidate is if you never stopped to think what makes up the right candidate. Hiring managers and recruiters who take the time to genuinely consider what is needed to perform in their workplace will be the ones that find the right candidates for their roles.<\/p>\n<h3>The solution<\/h3>\n<p>It\u2019s important that, before you go out to market and start attracting candidates, you take some time to gather all your stakeholders and really interrogate what your ideal candidate will look like.<\/p>\n<p>Profiling your ideal candidate is an imperative part of the process and deserves your time and attention in order to really identify who it is that you\u2019re looking for. Many organisations forget about the broader aspects of what makes a good fit for a role and instead go straight to the experience required to do the job asking for 5, 10, 15, 20 years experience in something often quite specific.<\/p>\n<p>I won\u2019t lie to you it is often important to identify minimum experience requirements but stopping here, or choosing an arbitrary number of years of experience, only sets you up for problems later on during the recruitment process.<\/p>\n<p>The first of which is that you\u2019ll likely miss out on great people. If you rule out everyone that doesn\u2019t have a certain number of years experience you may be missing out on your ideal fit and someone with loads of potential. If you\u2019re looking for 10 years of experience but the perfect candidate only has 9 years of experience do you really want them to not apply? There\u2019s also the risk that you just won\u2019t attract the right sort of candidate, that you\u2019ll accidentally recruit someone with great experience who is just a terrible behaviour fit, or you\u2019ll recruit a candidate that\u2019s clearly not going to stay with you and in your organisation for long.<\/p>\n<p>While you\u2019re establishing what your ideal candidate looks like it\u2019s also worth looking at what your recruitment process is going to look like and how you can use it to help you find your ideal candidate. Ask yourself and your team questions like:<\/p>\n<ul>\n<li>What process will I take these candidates through to assess them?<\/li>\n<li>What interview questions will I ask?<\/li>\n<li>How are we going to onboard this person?<\/li>\n<\/ul>\n<p>These considerations are incredibly important and really go hand in hand with helping you establish what your ideal candidate will look like. This is all worth doing because ultimately recruitment is expensive and you do not want to waste it hiring the wrong person.<\/p>\n<h3>How to identify your ideal candidate<\/h3>\n<p>If you\u2019ve ever worked with Scout Talent, you\u2019ll know we often ask a lot of questions when we first start working with our clients. This allows us to create a profile of the ideal candidate and really get a sense for who is going to be the best fit for the role. Some of the questions that we\u2019ll typically ask our clients are:<\/p>\n<ul>\n<li>What are the soft skills that are going to be needed for this role?<\/li>\n<li>What are the minimum requirements in terms of skills and experience?<\/li>\n<li>What sort of team will your new hire be joining and what\u2019s the culture like?<\/li>\n<li>What sort of personality and behavioural fit would work well in this position and within your team?<\/li>\n<li>Where do you see this position in 3 to 5 years time?<\/li>\n<li>Have you ever interviewed someone for this role and chosen not to proceed with them, why not?<\/li>\n<\/ul>\n<p>That last question can be quite impactful. Looking at candidates that you chose not to proceed with in the past can give you a really great insight into what it is that you\u2019re actually looking for.<\/p>\n<p>If you\u2019re still not sure how to go about aligning what everyone\u2019s view of an ideal candidate is, something that you can do is brainstorm all of the attributes that you\u2019re looking for with your broader team. Have everyone write out the attributes they think will make for the best hire on post-it notes, don\u2019t overthink them, and then stick them up on a wall. Once everyone\u2019s done, start grouping the notes into categories based on \u201cMust Have\u201d requirements and \u201cNice to Have\u201d requirements. As a group, you\u2019ll likely see patterns emerging and it will help you come to a consensus on what you all need from your new hire.<\/p>\n<p>I know that a lot of this can sound unnecessary and like making mountains out of molehills, but that\u2019s just not the case.<\/p>\n<p>Think of creating the ideal candidate profile as the foundation step. Every single step that happens after this will either succeed or fail based on how well you know what it is that you\u2019re looking for.<\/p>\n<p>We\u2019ve seen so many robust recruitment processes either fail, or take double the amount of time intended before our clients came to us because they just truly did not know what they were looking for. Everything from attracting your talent, to assessing them, to knowing what recruitment tools you need, even to onboarding and training your new hire \u2013 it all hinges on identifying what you really need right at the beginning. So take the time and put together a candidate profile, it will save you so much pain in the long term and will help you get to that perfect person so much faster.<\/p>\n<p><span style=\"font-size: 0.875rem;\">If you\u2019d like to see how Scout Talent can support you, <\/span><strong style=\"font-size: 0.875rem;\"><span style=\"font-size: 0.875rem;\"> please feel free to reach out to us via email at info@scouttalent.com.au or by phone at 1300 366 573.\u00a0<\/span><\/strong><\/p>","protected":false},"excerpt":{"rendered":"<p>This post is written by our Senior Recruitment Marketing Specialist, Shane Keane. It is based on our free guide on the same topic and you can find that here. I\u2019ve talked quite extensively about this in webinars, but I don\u2019t think we\u2019ve ever touched on the biggest mistake in recruitment within our podcast series and<\/p>","protected":false},"author":2,"featured_media":14909,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[18],"tags":[],"class_list":["post-11353","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-podcast"],"acf":[],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO Pro 5.0.1.1 - aioseo.com -->\n\t<meta name=\"description\" content=\"This post is written by our Senior Recruitment Marketing Specialist, Shane Keane. It is based on our free guide on the same topic and you can find that here. 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