Sometimes finding the best candidates for open positions may be hindered by unappealing job descriptions or tedious recruitment procedures. How to avoid falling victim to some typical or less typical recruitment blunders and attract the cream of the crop from the talent pool?

Check out: 5 Things that Good Job Candidates Hate





  • inadvertently – not resulting from or achieved through deliberate planning
  • fed up – annoyed or upset at a situation or treatment
  • shuffle – move (people or things) around so as to occupy different positions or to be in a different order
  • drone – a person who does no useful work and lives off others


Think about it

Answer the questions below. 

  • What are some advantages and disadvantages of online applications?
  • How can an interview process be shortened?
  • What is the most reasonable policy for dealing with candidates who are not right for today’s open positions?
  • In what way could job descriptions be improved?
  • What is the problem with perfection?


Practice makes perfect 


There is a mistake in each underlined fragment below. Find it and correct it.

No one want to go through a huge interview process only to find out that the job candidate wants $50,000 more than your budget will allow. But instead on having an honest discussion at the beginning, where both sides reveal what they are thinking, much recruiters demand candidates provide a complete salary history.

Now, the reality is that you should be tailoring the salary to fit the job and not basing it on a previous salaries. I understand that your star candidate isn’t likely to leave his current job for fewer money, but you know what? You never know. Instead of demanding their information, try giving up some of yours. Be honest: “We don’t have an exactly salary in mind for this position. It will depend from the candidate’s skills, but we’re looking for somewhere between $75,000 and $95,000.”


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