With the beginning of the year, new projects start and, with new projects, new personnel searches start. Busy time for recruiters!

In order not to hinder the selection process, it is essential to have it defined and automated. 

Don't worry! We understand how difficult it is to filter through perhaps hundreds of applicants to find the perfect candidate, solve all the queries that arise, give feedbacks, coordinate with the different areas, etc. etc. etc. etc. etc.

This is why we believe it is crucial to look for ways to optimize the process. How? By analyzing what works well, what areas are causing delays and what can be automated. what can be automated..

Here are 9 tips to avoid damaging your recruitment campaigns with completely avoidable mistakes:

1. How... What requirements? 🙃

It is very important that the HR team understands all the necessary requirements; the skills and qualifications required for the position. This is why collaboration is necessary to ensure that everyone is satisfied with the hire.

What can help? A completely transparent process for all parties.

Blessed planning 

Plan, organize, test and improve. As with any process, it is necessary to have a validated and planned structure that allows for proper communication. On the other hand, the good use of human resources tools makes the difference.

What can help? Mapping out your recruitment strategy with a timeline can be a great help to prioritize resources and minimize workload. Analyze what is not working and eliminate it from the process, reorganize and keep the information well centralized and shared to speed up decision making.

3. Guess the guesser

Let's save time! To find the ideal candidate it is also important to give them all the necessary information, not just a job title and requirements. This will result in few applicants or wrong applications. In this way, they will be able to see for themselves if they are suitable for the position and if they are interested. In addition, you will only spend your efforts on the right applicants for the position.

What can help? Think about the day-to-day activities of the job and include all the skills needed to do the job, both soft and hard. What else? Think like a candidate. We all want to know what benefits the company offers me and what their culture is - key to attracting the potential candidate's attention! 

4. Where do I publish?

To get a great talent pool you need to know where the candidates you are looking for are most likely to apply. To do this you need to look for the best platforms to find candidates with diverse backgrounds and don't be afraid to deviate from traditional hiring strategies.

Analyze the performance of your job postings and use job boards along with automations to reduce the time you spend posting and monitoring job openings.

What kind of employee are you in summer? Check out our LinkedIn post and follow us for more content. 

5. Longer than the world cup final 🤯

We understand that many times we want to verify 100% that the selected candidate is the right one, but a lengthy recruiting process could drive them could drive them away. We are in a world where everything is accomplished with a simple click and applicants want to apply for jobs with a simple touch.

What can help? Functions such as Easy Apply through LinkedIn are useful for this purpose. On the other hand, it is important to avoid delays due to miscommunication.

Achieve a more efficient process!

6. The preselection of the preselection of the preselection of the preselection... 

We know that it is key to pre-screen your candidates before sending them to an interview stage, so we recommend that you use resume filters and screening technology.

What can help? Applicant tracking systems can gather and organize information on your applicants. In addition, including assessments in the process provides an objective view of a candidate's attitude, behavior and skills.

There, now all candidates are ideal for the position.

7. What date? What day?

The interview stage arrives, but this can become a major delay in the process. Why? Because you can't find a time when both the interviewer and the interviewee are available.

What can help? A self-scheduling tool allows candidates to choose their interview time based on the interviewer's availability - super easy! In addition, we recommend that they conduct interviews remotely, saving travel time and potential inconvenience. 

8. Moment of tension 😬

Finally, we come to the last and most difficult stage, it is time to choose a candidate. Unfortunately, this decision is often affected by unconscious prejudices and hunches.

What can help? Create a clear list where you can rank candidates. How? With Zoho Recruit' s "interview scorecard" feature , interviewers can rank candidates based on their overall recommendation and add a comment at the end of the interview.

9. Manual tasks

Anything better than automating tasks? Mmm no, you can save a lot more time than you think. With the right software, you can review resumes, organize candidate data, send emails and schedule interviews.

Together with Zoho Recruit, for example, you can use AI chatbots that can help address candidate questions quickly.

In conclusion, any selection process is complex and time-consuming. However, we can perform certain actions to optimize it and achieve better results in less time. At Etixen, we can help you achieve this and much more. 

Do you have any questions? Our team of consultants specialized in Zoho can help you.