Article by Robert Szvetecz


Recruiting mistakes that can cost companies a lot of money

Recruiting new employees is an important process for any company as it helps to find and hire the right talent for a job. However, many employers make mistakes in this process. In this article we will show you 10 common mistakes that companies make when recruiting employees and how to avoid them.


Why is recruiting more difficult today than it used to be?

Recruiting has become an increasingly challenging task in recent years due to several factors. One of the reasons is the lack of qualified applicants in certain sectors and regions. On the other hand, there is of course a shortage of skilled workers - never before have there been so many jobs to be filled in Austria as in 2023.

In addition, applicants have higher expectations nowadays and it is more difficult to satisfy them and win them over. Technological developments - such as the increasing use of online recruiting tools and social media - have contributed to potential candidates finding other career opportunities faster and easier, which makes recruiting even more difficult for companies. In order not to be left behind the competition as a potential employer, the application process should therefore be as flawless as possible. 

10 mistakes to avoid in the recruiting process

1. Unclear job descriptions: A common mistake in the recruiting process is an unclear job description. This can lead to unsuitable people applying, which wastes time and resources - on both sides! A study by the Trendence Institute from 2021 also shows that many potential applicants drop out if the job description is unclear and unclear. To avoid this, make sure your job advertisement is clear and concise and includes all the important requirements and tasks.

2. Focus on formal qualifications: If you focus only on formal qualifications such as education and experience when selecting candidates, you risk missing out on talented candidates. Even without traditional qualifications, a candidate could be a valuable addition to your team. So consider soft factors such as personality and the ability to work as part of a team.

3. Inadequate selection process: Another common problem in recruiting employees is practicing an inappropriate selection process. An example of this would be conducting lengthy interviews where candidates have to answer many questions that have nothing to do with their actual work. This can be frustrating for candidates and reduce their interest in the job. So make sure that the selection process is relevant, fair and really related to the tasks and requirements of the job.

4. Inadequate preparation for interviews: Without adequate preparation, it is difficult to identify the best candidates and interviews become less informative for both sides. To counteract this, employers should find out about the candidate in advance and have relevant questions ready. Thorough research before the interview, such as reviewing CVs, work samples, references and the candidate's online presence, can also help to ask better interview questions and gain a deeper understanding of the other person's experience and skills.

5. Poor communication: Poor communication with candidates can make them feel unappreciated and quickly lose interest. It is therefore important to communicate in a timely and transparent manner and to keep each individual informed of the status of their application. This includes confirmation that the application has been received as well as brief feedback on whether or not the candidate will be considered further.

6. Unclear expectations on both the company and the candidate side can lead to misunderstandings and disappointment. For example, the candidate may assume that the job involves more responsibility than is actually the case, or the new employee may be expected to perform certain tasks that were not mentioned in the original job description. 

So you should make sure that you have clear expectations about the position and its objectives, and that these expectations are clearly communicated to the candidate during the recruitment process. One way to do this is by creating a detailed job description - see point 1.

7. Lack of diversity: This means that companies often (unconsciously) favour one ethnicity, gender, age group or cultural background and ignore other perspectives. This can lead to missing out on the best talent and the overall company culture being hampered by a lack of diversity and inclusion. To avoid this, make sure you proactively seek out diverse talent and work to break down barriers for underrepresented groups.  

Some steps employers can take to promote diversity and inclusion in the recruitment process include: 

  • using more inclusive language and images in job advertisements 
  • training recruiters and interviewers to recognise and overcome unconscious biases 
  • the creation of career development and support programmes for underrepresented groups.


8. Inadequate remuneration: the salary factor is still the most important for most applicants when it comes to job selection. If the salary offered is not adequate, applicants will reject the offer or quit after a short period of time. Salaries should therefore be commensurate with the job requirements and the experience of the individual. One way to achieve this is to conduct market research to find out the average remuneration for similar jobs in the industry. It is also important that the company regularly reviews the remuneration structure to ensure that it always remains competitive and appropriate. 

9. Lack of onboarding programmes: A well-designed onboarding process is essential to ensure that new employees are integrated quickly and successfully. Otherwise, problems such as lack of productivity, higher error rates or even early departures will creep in. 

10. Too few and unattractive benefits: the importance of benefits in job advertisements cannot be underestimated as they play an important role in attracting qualified employees. An attractive benefits package can help to attract applicants and motivate them to take a closer look at the job. 

Some of the most common benefits offered are:  

  • Flexible working hours 
  • Work-life balance 
  • Opportunities for training and career development 
  • Bonus payments 
  • Employee events 
  • Find out more about benefits that really have an impact in our blogarticle. 

It is important to make sure that the benefits also meet the expectations of the applicants. If numerous benefits are promised in the advertisement, but then not delivered, this will lead to bad moods among the new employees - so keep your word! 

Our conclusion: See employees as the most important resource

Schulmeister Recruiting Personalvermittlung Personalberater in Anzug Robert Svetez

The most important capital of a company are its employees.

What is a company without its employees? The perfect match between employer and applicant is essential to ensure the success of your company. Use our 10 tips to stand out from the competition in the application process. 

Do you need support in recruiting? We at Schulmeister know what an ideal application process looks like - and will gladly take care of it for you!