The 6 Most Common Mistakes Recruiters Make: Part 2

March 20, 2020
2 min read

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Creating a high-performing team from scratch is one of the hardest challenges a hiring manager or recruiter might face. This is the last part of a two-part series we wrote to help you identify common recruiting pitfalls and some strategies for your recruiting success. Missed Part 1? No problem! No need to go searching – we know you’re busy! Read the 6 Most Common Mistakes Recruiters Make: Part 1.

The following are three more areas where we see recruiters make mistakes.

1. Not maximizing the potential of your employee referral network.

In a 2010 study, CareerXRoads found 26% of external hires are generated by employee referral programs, making them the biggest source of hires. In 2017, research from the Human Capital Institute conducted for Jobvite found 16% of new hires in the previous 2 years came from employee referrals. When we founded our first recruiting firm in 2003, we built our original referral-only network and today, all our applicants need references from established members of our network who have worked with them before. The results for staff and employers are unconditionally positive as long as the referral program is clear and well-structured. Click here to learn more about setting your employee referral program up for success.

2. Thinking permanent employees are the only way to get work done the way you want it done and in the time you want it done by.

We have pools of tech superheroes who are part of existing teams and are ready for interesting gigs that can augment your existing talent. This can also buy you time to identify your longer-term hiring plans.

3. Assuming in-house recruiting is better or more cost-effective.

Sometimes your in-house recruiter really is the best person (or maybe it’s you?!). But competing demands on in-house HR staff make it incredibly difficult to recruit with speed, focus and care. When the in-house demands are high and there is so much pressure to engage and retain your existing staff, recruiting well can often be displaced by the fire-fighting that the day-to-day role requires. Delays can result in lost candidates, burnt-out existing staff and distractions from other critical functions of the HR department. When assessing whether a recruiter is a right move for you, consider the total costs and you may realize it’s more cost-effective than you think.

Teamit is a referral-only recruitment service that maps the locations of high-performing teams to help hiring managers find the best talent possible. Our team’s expertise is finding the best, right talent for our clients. We can help your company build high-performing teams of software development, project management, business analysis, IT architecture and management professionals. Contact us to learn about some of the amazing talents we can connect you with!


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About the author


We are the leader in modern talent strategy helping growth-focused companies recruit, cultivate and sustain high-performing, remote technical teams.

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