We all make mistakes from time to time–and some missteps have bigger consequences than others.

Hiring mistakes, for instance, can be extremely costly.

“Hiring managers make fatal errors all the time, usually when they feel pressure to hire quickly–and, as we know, rushed decisions lead to bad hires,” Here are some of the common blunders we do and end up hiring a wrong person.

Mistake #1: Unable to assess candidates with respect to the need.

If you do not have the fine details of the role, responsibilities, and milestones you desire, you’re not ready to start recruiting. Identify your actual needs by using one of two frameworks: Leverage-based hiring, or needs-based hiring.

Mistake #2: When the job role is unclear to the candidate.

If you want your candidate to take your job opportunity seriously you need to make him understand about the job role then only you can gain his interest. Candidate  typically lose interest in opportunities because they don’t know enough about them. Most candidate won’t turn down something they thoroughly understand and feel interested in. 

Mistake #3: When we don’t have time to think and hire and we rush the hiring process.

There is always urgency in filling an open position, but most hiring mistakes come from not thoroughly vetting enough candidates. Avoid this by being realistic about hiring timelines. 

Let’s face it, we know that if something looks too good to be true, it probably is.

Despite feeling the pressure to make a job offer on the spot to what looks like the ideal candidate – do your due diligence. Typically, you need at least six weeks to attract and vet enough high-quality candidates.

Mistake #4: Do not rely only on job posts. 

Relying on the population of active job seekers is simply not enough as the best candidates may not be looking for a job. You need to work your network to get introductions to people who can accomplish your goals, even if they don’t yet know they want to work for you. To find and attract top talent, recruiters must become marketers. Here’s how.

  • Promote and build your employer brand – Recruiters must strategically consider how to position what it’s like to work at their company. According to a study, today employer brand is more important than ever, as nearly one-third of young people say they will preemptively reject a company with poor reviews. Once you promote a solid employer brand, you need to have meaningful conversations with job seekers.
  •  Use conversational recruiting -As our world has become more connected than ever, recruiters must expect to reach candidates where they spend most of their time – on their devices, whether that’s via texting, Chabot or Instagram.
  • Use social media to post openings -While recruiters need to be marketers, the days of posting job openings to bulletin boards and local newspapers are long gone. You should focus instead on digital platforms such as social media. Whether it’s LinkedIn, Facebook, Instagram, or even Snapchat or Reddit, if your ideal candidates frequent it, you should be there too, participating in the right conversations

Mistake #5: Not following a formal process. 

Lack of process can allow the hunt for candidates to go far too long or let bad candidates slip through the cracks. Create a committee, map out your process, and give ample time for recruiting, interviewing, diligence, and negotiating.

The final and most important takeaway is to say “Thank You” to every candidate you interact with. A candidate you don’t hire today may still be a viable—or even a top—candidate tomorrow.