We might earn a small income when you click on some of our links.

Recruitment is a crucial task of the Human Resources Department. The process of reaching out to potential candidates and making them reach out to you is central to how recruitment happens!

Because recruitment is critical, it’s often a delicate process. One prone to mistakes. Of course, there are setbacks and failures, and the HR Department is well-informed that there are. For employers, hiring managers and recruiters, it is essential to remember that recruitment won’t always happen the way they want to.

It is crucial to know the shortcomings, or the factors overlooked. Finished recruitment is unsuccessful when you don’t get the results you consider as the best after the whole recruitment process. It’s when you miss out on the most suitable candidates or when you regret hiring the people you hired. Well, that is indeed problematic, and no recruiter wants to regret anything as they search for an employee amidst the numerous applicants searching for a job.

Now, take a look at these ten reasons why unsuccessful recruitment happens and the ways to prevent it from happening. Note them all for you, recruiters, to know what to do and what to avoid.

1. You Aren’t Sure What You Want

Once interested people find out, there’s no turning back. Admittedly, a lot of job seekers are out there, so you have to be on your mind. Unsuccessful recruitment happens if, in the first place, you aren’t sure of your goal. If your aim is not clear to you, it will neither be for others. Don’t just think of your objective, saying you memorize it.

Before setting out the announcement that you’re open for recruitment and hiring, be prepared. Ask yourself first, “What do I want? What do I want to happen? What am I looking for? What does the company need?”

Without asking questions like these, you might have a hard time finding what you want. Know and write down your objective. Be sure of what you’re looking for, so you’ll be confident that you’ve seen it when you’ve seen it.  

2. Vague Job Postings

Job seekers read job descriptions to know if they can fulfil the tasks of the position you’re looking to fill. It is an essential step for them to see if they’re going to send their resumes to you or not. There are a lot of poorly written job postings — those that do not explain what they want effectively.

If job postings don’t relay to job seekers what you want them to know about the recruitment, a critical failure has occurred. The tendency is that lots of unqualified applicants will come to you. The burden is on you at the end of the day. 

Put out clear job postings. Don’t write something that applies to a lot of jobs or positions. Make everything specific. Don’t write something misleading. In the job posting, include every detail want in a potential candidate. In that way, your chances of getting applicants who have unrelated skills, experiences and attainments can be lessened.  

3. You Don’t Hit the Target

For the job/position you’ve opened, keep in mind that you’re not opening it for everybody! If you do that, it won’t be easy since not everybody has the same age, abilities, kindness and many more. Be clear from the very beginning of who your target audience is so that you’ll surely hit it right.

4. Can’t Clarify the Compensation

Yes, you’ve posted a job posting, or you were able to invite many applicants, but one of the things that make job hunters lose interest in pursuing your company is that you don’t include the compensation rate. Look at your budget first, and consider all other expenses. If you can’t tell job seekers the exact payment, at least hit at the range for what they will be making.

5. You Have Time for Biases

One of the worst things that recruiters can become is biased. It’s when the recruiter favours him/her more than the others. If you’re a biased recruiter, you go through the resume and the process, yet you already have a conclusion for the candidates because you judge them based on their names, their photos, their job experiences, their address and whatsoever things you decide to consider. For other recruiters, they have biases if they know someone from the line of applicants.

6. Slow and Unresponsive HR

Time is gold, especially for job seekers who want to get a job already. There’s little or no time for unresponsive HR personnel. If you don’t give any quick response or any response at all, you might be hard to reach. Applicants hate HR staff that replies late or doesn’t respond or responds at first but not anymore after one or two replies.

Don’t make applicants wait for every response you give. You’re not the only company, so don’t expect applicants who urgently need a job to wait for your reply with uncertainty if it’s a good one or not. Let them know immediately if they’re accepted and most especially if they’re not. Some applicants feel like they did great and expect a lot of positive comments, but are then rejected.

Help them progress by letting them know why they were not accepted. It’ll be sad for them, but it’s better than being left without any word. Ignoring applicants doesn’t sound right. Getting ignored doesn’t feel good. As a result, you’re far more likely to get lousy feedback from applicants.

7. Too Much Involvement from too Many People

Yes, teamwork is great, but sometimes, when there’s a lot of people accomplishing a task, the process grows longer. Make a clear designation of functions in the HR Department so that you’ll all be clear with who will do what. If one person knows the job well, there’s no need to bring in others and crowd the boat. That will only make things harder in the long run.

8. Conducting Bad Interviews

Interviewing an applicant is a significant portion of recruitment. It’s when the HR staff gets to know more about the applicants. They meet, see each other and speak to each other. It’s getting to know more about the applicant and the company. For applicants, they need to be ready for their interview and first meetup. On the other hand, the HR staff must also be ready and presentable.

The interview is crucial. Asking the wrong questions puts the recruitment in big trouble. The meeting is your chance to get a glimpse of who the applicant is. His or her personality, attitude, skills, conditions. If possible, you need to make the most out of every conversation, out of every question. If you don’t get the answers you need to get to know if they are right for the job, then you wasted that time.

9. All Eyes on the Resume

The resume is critical. It’s the first thing that connects the applicant and the recruiter. It’s the first impression, the first identification material, the personal information that the applicant hands the recruiter. It must be done well and accurately because it has a significant impact on getting a chance to be a candidate and eventually an employee.

Above-mentioned are correct, but recruiters must not focus solely and mainly on that document. It isn’t everything. It’s just a summary, especially because resumes are, as a rule, brief.

Pay more attention to the interview, tests, attitude and other more significant factors wherein you’ll get an answer to the question “Will I accept this applicant?” The resume is indubitably relevant, but it shouldn’t be everything recruitment and hiring centre around.

10. Looking for Perfection

Many applicants search, inquire, try and go through the recruitment process. It surely isn’t an easy job to scrutinize every person to find the person with the exact qualities as your expectations. You’re fortunate if you get everything you want, but that isn’t always the case.

There are lots of potentials out there, many competitive and capable people, but none is truly perfect. There are wow-ing strengths, but there are also weaknesses, and that’s normal. It’s crazy to look for the “perfect person” without flaws.

You’ll miss a lot of potential candidates if you keep on just considering perfection. It’s not bad to accept people with experiences less than what you consider perfect. It’s alright to train and to help people become better in the field they want to discover and excel in. Don’t forget to be considerate especially if the applicant is deserving even if he/she qualifies a bit less than your “perfect.” Keep in mind; the perfect person isn’t simple to find, just as the ideal job is also a hard thing to pin down.


It surely is challenging because recruitment lies the company’s fortune of recruiting and hiring people with fitting personalities, skills, and experiences.

The people accepted throughout the whole recruitment form the body of the company, and it’s not easy because recruiters must do their best to filter the process so well. Because it’s complex, recruiters must be watchful for the unfortunate results of poor recruitment. Unsuccessful recruitment occurs when the process is done improperly or insufficiently, with idleness or too much complacency.

Written By
Nicole Ann Pore is a daytime writer for HR Dept AUS, an Australian company providing HR support and services for any kind of business. Before the Communication field, Psychology is Nicole's long-time love and interest because people's behaviour intrigues and fascinates her a lot! | Nicole graduated Cum Laude from De La Salle University Manila, Philippines with a Bachelor’s Degree in Communication Arts. “To God be the glory”

Related Post

DMCA.com Protection Status