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Employees are the backbone of every company. When recruiters do not bring in the best talent, the company will suffer and fail. But even when you have the best talent in your recruitment agency, you may still not see real results after putting great a lot of effort into developing your strategies. Have you ever wondered why?

Here are seven reasons why your recruitment strategies are failing you.

  1. Unclear Recruitment Goals and Objectives

Setting clear and specific goals and objectives before getting started will help you measure your ROI and success or failure. For example, one goal of your recruitment strategy is to increase the traffic site from social media by 20% while a specific objective for this goal is to increase employer brand awareness.

What do you want to achieve? Why are you recruiting? What results do you like to see? These questions will help you create clear goals and objectives that can make your recruitment efforts successful.

  1. Not Knowing Your Target Audience

A crucial element to establishing a competitive edge in the labor market is your employer brand. A lack of understanding of how a strong employer brand can lead to a robust recruitment process can translate into the negligence of current employees and a poor candidate experience.

Remember that most candidates today look for online reviews of a company before applying. So when they see poor marks of your brand or negative comments about your company, they may be deterred from submitting their application.

An excellent way to raise and improve brand awareness is content marketing. This involves publishing valuable and insightful educational content to help you develop a lifelong relationship with your clients.

  1. Ineffective Communication between Recruiters and Hiring Managers

Your relationship with your hiring managers can either make or break the recruitment process. In fact, this is one of the top challenges modern recruiters face today. Common issues include lack of proper briefing about the interview process, ineffective communication, and poor candidate management. Taken together, these can have a negative impact on your recruitment strategy.

It is crucial for you to ensure the hiring process remains a collaborative one, that is, with your hiring manager. For instance, regularly communicate with them, define the important metrics associated with talent acquisition performance, and prepare pertinent interview questions.

  1. Bad Candidate Management

Bad candidate management will make for a poor experience, which then encourages candidates to look somewhere else. Do not make applicants wait for interviews.

Remember that these job seekers have prepared a lot for the interview. Do not go through their CV and resume section by section when interviewing them. Instead, give them additional information about the company they’ll be joining, and emphasize how their roles can contribute to business success.

  1. Failure to Identify Your Selling Points

Candidates today are smart. If they fail to see the benefits they can get from what you offer, they will look elsewhere. So it is important that you articulate to them the screening process, job description, interview stages, and the offer.

While doing so, consider stepping into their shoes so you can identify the benefits they are looking for. If, for instance, your candidates are millennials, you have to develop benefits around flexible working hours, and training and development instead of just giving them financial rewards.

  1. Being Biased When Making Decisions

There are different types of biases that recruiters can fall victim to. All these can affect your behavior and prevent you from making the right decisions, from choosing whom to interview, how you interview them, whom to hire and why you’re hiring them.

Good thing there are also plenty of things you can do in order to avoid any of these biases. For instance, you can undergo emotional intelligence training, focus on fair treatment for all your candidates, and reinforce positive images.

  1. Neglecting Leads

Some candidates are not yet ready to apply if they go to your careers site. Still, not getting their personal information means you’ve lost a prospective hire. So it is important for you to have a lead-capturing form on your career sites that allows you to connect with any candidate who’s not yet ready to apply.

You can send them newsletters, whitepapers, targeted job alerts, employee stories and other pieces of content, depending on where they might be at in their career search journey.

If all your efforts are not getting real results, some of these reasons may apply to your current situation. Your next step is to determine how to effectively address these bad habits because having even just one of these can lead to your recruiting efforts failing.

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David Mackenzie

A recruitment professional with over twenty years’ experience in the field and a record of entrepreneurial accomplishment, David is Managing Director and Head of HR at Mackenzie Jones. In 2003, David set up Mackenzie Jones in the UK, growing the business across two offices in London and Birmingham. In 2005 David established Mackenzie Jones in Dubai to serve the Gulf region and neighbouring countries. As the Group MD, David is responsible for the overall direction of the Mackenzie Jones Group including Mackenzie Jones, MumsAtWork, MENA Solutions, Simply Digital and ThinkTech.

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