Just like the best recruiters, the best companies have the best people working behind their product or service. These organizations put great emphasis on recruiting the right individuals and do everything in their power to obtain the most competitive job seekers.

The problem for many companies is that they can’t compete with the likes of Google or Facebook for job applicants and it’s not because of the cafeteria that Google has or the gym on the Facebook campus, rather there are other factors at play. This problem then becomes the headhunters’ problem because they can’t make any money off of these individuals.

Here are some of the most common recruiting mistakes companies make when attempting to build a strong work force and, when a recruiter sees these patterns they can take the appropriate actions:

1. Not willing to train – As a company, unless you can your client can buy an all-star team, they’re going to have to train the people whom they can get. Many companies fail to recruit for future potential and only focus on what the person can do today. If they’re not Google and they can’t compete for those employees, you’re going to have to break it to your client that they will have to take what they can get and mold the individuals.

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2. Not paying enough money – I compare staffing with buying a car. If you want a car, you can get one for cheap. If you want to upgrade to a SUV, you are going to pay more. Now if you want a great stereo system and leather seating, the cost is going to increase further and so on and so forth.

Well, many hiring firms do the equivalent of walking into the Mercedes dealership with $15,000 and, even when turned away refuse to come to terms with what they can afford. Being this company’s recruiting representative, you have to be upfront about this; let them show their cards as to whether they’ll go with an used car or whether you should dump the client.

3. Not selling the job – Many times inexperienced hiring managers fail to make the job attractive to the applicant. It’s all about what they want and don’t describe the benefits of working for their company, thus the candidate loses interest in the position and the time the recruiter took to find them and interview that applicant is lost. Good recruiters help companies sell jobs and you should do the same.

In the End

As a recruiter, you have to foresee the recruiting mistakes that clients make and either help them overcome these obstacles or walk away.