Keep up with the latest hiring trends!

Top 10 Screening Mistakes Made by Recruiters (Infographic)

Are you guilty of making any of the top ten screening mistakes? Whether it was not checking a candidate’s reference “that one time” or considering interviewing more of a necessary evil than a critical skill, the chances are most of you have made a couple of mistakes along the way. So let’s explore how to put them right!

P.S. Be sure to stick around for our invaluable Top Takeaways, at the end:

screening mistakes


Top Takeaways:

  • Don’t waste the opportunity you have to get to know a candidate during the interview stage. Be sure to do your homework before you even step foot inside an interviewing room. Determine the skills/competenices the candidate will need to have in order to do the role, and determine the personality traits/mentality the candidate will need to have in order to fit in culturally. Structure the interview with a mixture of behavourial and situational interview questions, and actively listen to the answers the candidate gives you. Doing so will turn a basic Q&A session  into more of a conversation, making it easier for you to determine if the candidate is right for the job. Check out our blog article “How to: Prepare and Conduct the Perfect Job Interview” for some very useful tips on getting the most out of the interview process.
  • Not checking a candidate’s references is one of the most foolish things you can do as a recruiter. In the UK alone, 17% of over 1,000 companies surveyed, found that some of their employees (and particularly those at mid-level) had provided fake references when applying for their jobs. Ensure your candidates are who they say they are by engaging a reputable background vetting service or, if you have to validate the candidate yourself, please take a moment to read our guide on “How to: Spot a Fake Employment Reference“.
  • There is no such thing as an “over-qualified” candidate. Many recruiters seem to get caught up in the little details when searching for candidates. They get handed a job spec by the hiring manager or client and set about trying to find a candidate who matches the exact criteria stated, word for word ‚¬€œ 3 years working in a communications/PR function in a PR agency, an appreciation of a blue chip environment, a degree in PR, bla, bla, bla. The only problem is that most of the time, these candidates don’t exist. They’re what the industry refer to as, Purple Squirrels’. And a really great recruiter is able to recognise this fact and ask a very important question of the hiring manager before they go any further with the recruitment process: What does this candidate need in order to make it to the interview process? If the candidate you’re screening has what’s needed, they should be given the opportunity to interview for the role. Simple as.
  • It is vitally important to maintain good communication with other hiring authorities throughout the recruitment process – the hiring manager in particular. The hiring manager knows exactly what skill/competencies and attitude the perfect candidate will need to have in order to succeed in the job, and as such, they should inform the writing of the job description and the interview process.


Find out how the likes of IBM, IKEA and Siemens
drive hiring excellence with SocialTalent