Tips to make your recruitment more effective

In Oxfordshire, where competition for top talent is strong, effective recruitment is particularly important.

Getting it wrong is costly – not just in financial terms, but in the negative impact it can have on outputs, service, targets, morale, and reputation, to name a few.

Over the last 25 years, Allen Associates has seen countless Oxfordshire employers and hiring managers make mistakes throughout the hiring process but the ones that are ultimately the most successful, are the ones that are open to advice, ask for help when they need it and are keen to learn, listen and refine.

Avoid these recruitment mistakes:

Vague or inaccurate job descriptions: Poorly worded, vague or inaccurate job descriptions often result in applications from unsuitable candidates and a mismatch in skills, qualifications, experience and personal attributes, wasting both parties’ time and energy.

Inadequate candidate screening: Rushing through the candidate screening process or relying solely on AI to sift through CVs can lead to poor hiring decisions and individuals being appointed who are not a good fit for the role or the organisation.

Making candidates jump through hoops: Demand for the best candidates remains high in Oxfordshire and jobseekers may bail out if the process is too onerous. Written assessments, skills tests and presentations are increasingly difficult to ‘sell’ to candidates (particularly for middle management or more junior positions).

Slow or lengthy hiring processes: Excessive delays in providing feedback or scheduling interviews can sometimes lead to an organisation losing out on their preferred candidate. Speed is important in this market.  

Lack of structured interviews: Without a clear framework, interviewers may focus on subjective criteria or fail to cover essential aspects of the candidate's qualifications. For the best results and to stay on the right side of the law, employers should develop structured interview questions and apply them consistently.

Overlooking team fit: Focusing solely on skills and experience without considering team fit can result in hiring individuals who may struggle to adapt to your organisation’s values, work style, and team dynamics.

Neglecting reference checks: Reference checks provide a valuable external perspective and help validate the candidate's claims and qualifications. Taking the time to follow up with referees can help to avoid potential hiring mistakes.

Not prioritising diversity and inclusion: It is well documented that homogeneous teams can limit creativity, innovation, and the ability to cater for a broad range of customer and employee needs.

Poor communication: Failing to provide updates, not responding to candidates’ enquiries, or not providing feedback after interviews are examples of poor communication that can lead to bad reviews and reputational damage. Regular professional, open and honest conversations between hiring managers and candidates are key to good relations and a positive outcome, even if they aren’t offered the job.

Let us help

Established in Oxford in 1998, Allen Associates has grown to become one of the leading independent recruitment agencies in Oxfordshire specialising in PA, Admin, Marketing, HR and Finance roles at all levels – temporary and permanent.

For further advice on effective recruitment practices, please contact Eleanor Bromage, managing director at Allen Associates, who will be only too happy to help.