Save Yourself From These 3 Big-Time Hiring Time-Wasters

3 Big-Time Hiring Time-Wasters

3 Big-Time Hiring Time-Wasters When you’re ready to hire a web designer, taking the time to prepare properly can save you considerable time and effort; no one wants to waste time sorting through unqualified job applicants for the best designers.

Here are three hiring time-wasters, all of which can be avoided with due diligence or a good online recruiter, and how to avoid these pitfalls.

1. Vague Job Descriptions

Hasty postings can cause trouble in two ways: First, many job candidates will start making judgments from the moment they read your job description, and you don’t want them to jump to wrong conclusions about your company or team. Second, if you don’t clearly define the scope of the job duties and prerequisites, you’ll be knee-deep in resumes from unqualified applicants.

Make sure your description clearly spells out the minimum experience, qualifications and skill sets needed to perform the job functions adequately. You can even use keywords similar to the Search Engine Optimization techniques honed by internet marketers. If your keywords match the top talent’s search terms, then you’re more likely to attract the type of candidates that you want.

To further save time, you could also ask for video resumes. These give you a better feel for the applicants and whether they would be a good fit for the position and the company; within two minutes, you can screen applicants more effectively and efficiently than scheduling an interview with a candidate who turns out to be all wrong for the job.

2. Neglecting Social Media

According to a survey by Bullhorn, 98% of recruiters used social media in 2012 to match candidates with open positions. If you dismiss social media as a viable source of information, you’ll lose top talent to competitors.

This technique offers a efficient way for you to establish your brand, alert the best candidates to your job descriptions and search among passive candidates. In addition to Facebook posts or tweets, you can also participate in industry discussions, chats and groups on networks such as LinkedIn.

Social media also allows you to peek at the more impromptu side of your job candidates. For example, an applicant might look wonderful on paper, but inappropriate Facebook posts could reveal character traits that are a poor match for the open position.

3. Complex Interview Scheduling

Scheduling interviews for each job candidate to meet multiple members of your team gets complicated quickly – and that’s without considering the travel expenses and the “sunk cost” of all that time and effort.

As an alternative, try a video interview, where you give the candidate written questions and receive videotaped answers. If an applicant isn’t qualified, it’s faster and easier to click “stop” than to bring a live interview to an end, and you only pay travel expenses for a few select candidates.

With so many factors to consider, what is a time-strapped employer to do? Utilize an online recruiter, of course! A good online recruiter can help you create job postings, search for and sort through applicants, check their social media presence, interview potential candidates, and make recommendations–saving you tons of time and effort.

Nancy H is a freelance writer available on WriterAccess, a marketplace where clients and expert writers connect for assignments.


Artisan Talent is a Digital, Marketing and Creative Staffing Firm placing talent in jobs perfectly matched with their skills all over the US.  For available jobs, to submit your resume, or learn more about working with Artisan Talent, contact us here.

Connect with Us
Linked In| Glassdoor| Facebook | Twitter | Instagram | Pinterest

Ready to work
with us?