We see the very best and the very worst of hiring behaviour in our privileged position as the niche experts in the field of public practice recruitment.
But there are a few things that really get our goat and assuming that you’re the kind of reader who wants to be the very best hiring manager out there, we thought we’d take a few minutes to highlight the 5 biggest mistakes that hiring managers can make.
1. Fishing from too shallow a pool
Many hiring managers scupper their recruitment chances right from the outset. They make the dangerous assumption that the right candidates are paying close attention to perhaps their firms’ website or social media and they don’t take the time the time to cast their recruitment net as far and as deep as possible.
In 2023, firms are experiencing a hiring crisis caused by a massive skills shortage. If hiring managers fail to take advantage of problem solving considerations such as remote working, tapping into overseas talent, developing internal potential and tackling unconscious bias, then they will likely encounter significant recruitment challenges.
Working with us will ensure that you can cast your net far and wide and take advantage of access to:
- Our database of thousands of job hunting accountants all over the UK.
- Our social media platforms with thousands of followers.
- Our enhanced SEO campaigns and targeted online marketing strategies.
- The close knit relationships that our consultants develop with the list of candidates who feature on our 5* candidate list.
2. Failing to ask the right questions and not actively listening at interview
It’s your job as a hiring manager to allow candidates to shine. So make sure that you offer sufficient time for the conversation to flow naturally, ask open questions and make sure that you do more listening than talking. If the candidate is the right one for you, there will be plenty of time to sing the firm’s praises and answer questions further down the line.
3. Failing to play the long game
This mistake applies to a few different scenarios.
In some instances hiring managers are put off by a longer notice period or sometimes it’s the fact that a candidate hasn’t quite achieved a qualification that they are studying for. Either way, in a market so woefully short on skilled professionals, thriving firms are always ready to develop potential and wait a little longer for someone who is great.
If you’re not sure you’re doing enough to recognise and secure potential at interview, this article could be a real help.
4. Starting low with a view to negotiating upwards.
Hopefully you’re looking to recruit AND retain talented accountants. And with that in mind, the first impressions that clients have about you as an employer really matter. So why allow their first impression to be that you don’t value them enough to offer them a benefits package that is commensurate with market rate, or even exceeds it? Would you want to work with a firm who worked like that?
In 2023, firms who are making bold offers and who are understanding that without a talented and loyal workforce their business isn’t sustainable, are the firms who are growing at pace and are seen as attractive places to work for top tier candidates.
5. Ghosting candidates or failing to offer feedback.
This one is not only a mistake, it’s just plain rude and sadly one that we do see from time to time.
If you consider it worth your time interviewing a candidate, then you should always offer them timely feedback and constructive critique if you’re choosing not to progress with their application.
Not sure why? It’s simple – your reputation as an employer depends upon it! The market is competitive and the word of mouth is powerful. Ghost one candidate and you can certainly expect to be fishing from a shallower pool next time around. Plus it’s just good manners – don’t you agree?
‘It’s surprising the amount of firms that we meet who are failing to secure talented candidates based on one or more of these common recruitment mistakes. In a market that is so talent short, hiring managers can’t afford to be making any of them. Fortunately for those who choose to work with me and my team, these mistakes don’t happen as we’re always by your side to make every recruitment experience a great one. After all when we work in partnership, it’s not just your reputation that’s on the block!’
Garry Howling, MD
If you’d like to explore more useful articles about how you can attract and retain the very best candidates the market has to offer, dive into our employers resources or read a recent case study to see what some of our clients have experienced when they’ve worked with us. We’re committed to making your recruitment experience error free so reach out to us without delay to learn more.
