How Hiring Risks Can Turn into Nightmares for Recruiters

Being a recruiter isn’t an easy job. On one hand, businesses are shedding the hiring bias that impairs their ability to impartially source talent. At the same time, they have become far more aggressive in the war for talent. In conjunction, hiring timelines have grown more urgent as businesses work to fill talent gaps as soon as they emerge.

In this increasingly fast-paced and highly competitive environment, recruiters often have their hands full year-round. A few unaddressed obstacles can quickly become hiring nightmares that derail the entire process.

Read on to learn about the worst nightmares of which every recruiter is scared.

Recruiters have a lot on their plate. There is much occupying their time, especially when it comes to high-volume recruiting. Even within a staffing agency, the work never stops – a fortunate problem. With the interests of each client in mind, there isa very low tolerance for making bad hires. Unfortunately, there are candidates who misrepresent themselves; this particular nightmare is a recurring one for many recruiters.

Candidates want to put their best foot forward in every interaction with recruiters and employers. However, some may cross the line and actually make false claims or actively hide information that might impair their chances of being hired. While these individuals may be able to fool a recruiter early on, this type of candidate is usually an unsustainable addition to any workforce.

Sooner or later, their misrepresentations become apparent, further jeopardizing the open job requisition, and all prior efforts will be for naught.

Hiring Managers with Unrealistic Expectations

Another huge problem professional recruiters encounter is unrealistic expectations from a hiring manager. While a candidate may be the perfect fit for the role at any comparable employer, a hiring manager’s unrealistic expectations could halt the process entirely. Hiring managers are, of course, entitled to expect a requisite skillset from candidates.

Many will look for attributes or traits that deliver visible results in any performance appraisal method. However, when a manager expects the equivalent of ten years of experience to fill an entry-level position, it may become impossible to find the right candidate.

Candidates Who Hound Recruiters

Candidates are understandably eager to be hired, taking the next big step in their professional careers. Most of them are content to go through the process and wait for the employer or recruiter to reach out to them, but certain candidates find it harder to respect boundaries. Recruiters are often frustrated by candidates who keep hounding them for an update. In many cases, their persistence borders on harassment.

Brilliant Candidates Who Mess Up Interviews

Every now and then, recruiters come across the perfect candidate. Unfortunately, even with the best of intentions, the candidate will trip up in an interview, and so fail to communicate their value. For example, a cybersecurity staffing recruiter may select a skilled and personable candidate that checks all the right boxes, but when the hiring manager interviews the candidate, things may not go so smoothly.

Nerves, personal eccentricities, or even simple bad luck can easily put off a hiring manager. This may render all effort in shortlisting the candidate for an interview completely wasted.

Open Positions That Have High Turnover Rates

The ultimate recruiting goal, for both centralized and decentralized recruitment, is to help employers find talent for the long term. However, certain positions or roles may remain vacant for no apparent reason. Sometimes, it is the candidate or new hire that turns out to be a poor fit.

If the same role keeps popping up, though, it could indicate a problem with the employer. Any number of variables could be the source of this turnover or attrition. From toxic work cultures to workplace harassment to poor management, any number of variables could be driving candidates away.

In the case described above, the problem is not with the worker, but with the employer or manager. No matter how many candidates a recruiter sources or submits, the problem will persist. Unless the employer addresses these issues proactively, their organization will continue to shed employees, and the recruiting process for the same role will keep repeating itself.

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