Recruitment Bad Habits Every Recruiter Should Avoid

As a recruiter, you quite often blame your hiring managers, competitors, even lack of good candidates for your inability to close a hiring position. But have you ever wondered if the problem lies with you only, or more specifically your inefficient or bad work habits? Your work habits determine your productivity, rate and the amount of success that you can get while finding and acquiring candidates. They also shape different types of strategies that you use every time at work.

But, there are times when these habits become old in this ever-changing world of recruitment. It is during such times that you become your own worst enemy by staying stuck in the confined world of tried and tested hiring mechanisms. The problem is, as professionals you believe that what has worked in the past will work even in the future.

As human beings, we are a creature of habits. Every individual has some habit that helps them in their life. As research said peoples take decision depends on their habits rather their conscious mind. Let us look at some recruitment bad habits that can cause your downfall as a recruiter.

1. You have stopped using the phone for communicating with candidates

Now, most communicating media comes under social media. Recruiters use to post ads and send messages rather direst communicating through mobile or landline.

Sourcing candidates through job boards are fine, but you cannot always rely on merely posting an ad or sending a message in the hope that the candidates will respond to your job descriptions. The problem starts when the recruiters give up the habit of using a landline to proactively reach out to the candidates and spread their network.

The most communicating media is landline but now it is underutilized. Most recruiters are not focusing on communication to give trust to their candidates, they use email or LinkedIn for professional communication.

According to a research conducted, It was discovered that the best response rates from passive candidates were reported by recruiters who use the telephone to reach out to candidates on a regular basis. In fact, 50% of recruiters who said they used the phone to engage with passive candidates on a regular basis, reported response rates of 40% or more. And none of the recruiters who used the phone to contact potential candidates reported response rates any lower than 10%.

In contrast, the recruiters who use LinkedIn connection requests as their primary method of communication with passive candidates, just 22% reported response rates of 40% or more. That means that using the phone is over twice as successful as using a connection request when it comes to engaging with passive candidates, meaning that recruiters who use the phone, are twice as productive as those who don’t. This goes to show that as a recruiter if you use the phone as your number one tool it will help you to lose more jobs.

2. Concentrating on the same hiring metrics that you have been using since long

Now, the challenge to recruiters is to use new hiring metrics in an old way. Here recruiters crucial condition is to show the impact on passive candidates.

It is extremely critical for you as a recruiter to select the right metrics when it comes to demonstrating and quantifying the impact that high-performing new hires have on corporate revenue. This makes it crucial for recruiters to use the right recruitment metrics while creating and analyzing report in an applicant tracking system.

The problem starts when the recruiters keep on concentrating on a select few metrics that they have been using for the past decade without adding any new metrics depending on the changing nature of business and industry. This can be a real deal breaker which can hurt your recruiting efforts in the long run.

3. Making false promises

We all know that recruitment is a high-pressure job and as a recruiter, you need to do everything to ensure that there is no loss of business due to the client back out. For example, a situation where you are falling behind the recruitment target, but take on more business and make commitments you know you will not be able to fulfill.

Such bad habit to do promises which will not go to fulfill by you, because of this you are losing your brand value and your trust with your future candidates.

Such habits can earn you a very bad reputation, especially when you don’t fulfill your commitments. Never make false promises in the hope that you will be able to make successful placements for the client. This habit is not limited to only overcommitting. It can even include: overstating salaries, wrongly put job descriptions and falsely improving the quality of the candidates in the database. In this candidate-driven market, these fake promises can break your career as a recruiter by harming your reputation.

The best way to overcome this habit is by being truthful to your clients. You can then provide alternatives to them in terms of the candidates that are available to you. But, inform them that they need to train the candidates for requisite on-the-job skills. This way you can save yourself from damaging your career as a recruiter.

4. Not taking enough risk by sticking to a status quo

There are certain recruiters who follow the same dull routine every day following the same lines for inquiry, utilizing the same tools, sending similar sounding messages with the same opening and closing lines thereby not taking enough risks to progress. This becomes a habit that reflects in the way job descriptions are posted on job boards. Recruiters use the same style or tone in the job ad which becomes a routine thing that does not yield results. The key is to be imaginative while writing job descriptions.


Forming a bad habit is easy. but it requires a strong willpower to break the habit by making adequate changes. The best way to deal with the situation is to reduce the frequency of the habit and not the habit itself

Make conscious changes in your daily habits to overcome those that hamper your recruiting efforts. Although the list of unproductive and repetitive bad habits can be long, there is always a chance to break them. There will always be a risk of falling behind. But by working on the bad habits and willing to correct them you are giving yourself a great chance to boost your potential to recruit the best talent for your client.

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