1. No strategy
2. Targeting active candidates
3. Broadcasting when narrowcasting is needed
4. Not using talent communities
5. Relying on recruiters
6. Expecting speed, low cost, and high volume
7. Under-emphasizing the building of relationships and trust
8. Failing to target diversity
9. Limited use in college recruiting
10. Under emphasizing employer branding
11. Assuming there is a dividing line

Channel and tool selection errors

1. Incredibly narrow channel selection
2. Treating all channels the same
3. Failing to fully “know” the target
4. Not encouraging blogs
5. Being overly direct
6. A narrow range of tools

Message and coverage errors

1. Generic messages
2. A lack of authenticity
3. Using the wrong message type
4. Not identifying influencers
5. Failing to ask new hires to announce

Recruiter and employee support errors

1. Not providing guidance
2. Not supplying content

Process and administrative errors

1. Weak referral program handoff
2. Weak ATS handoff
3. Not being mobile platform friendly
4. Weak “comment tracking” tools
5. Weak business case
6. Failing to accept an online profile

Source: Dr. John Sullivan

Source: Jennifer McClure

1. What do you love most about the work you just finished doing?
2. If you could design your life in terms of work, what would that job be?
3. What qualities mark the best manager you have had and the worst?
4. Looking back, how could you have better upwardly managed your worst manager?
5. If I was to make you CEO/head of something on your first day at this company, what would it be?
6. What would you do on your first day, your first week, and your first month in this role?
7. In the past, what environments/teams have you worked the best in?
8. What’s the hardest job you ever had?
9. What have you liked most and least about your past roles, and what would you hope to get out of this one?
10. What’s the best and worst career advice you’ve been given in your career?
11. Give me an example of a situation where you think you took a risk or took a controversial position?
12. What interests you about the business?
13. What appealed to you most/least about the job description?
14. What suggestion would you make regarding our web site (or other marketing materials)?
15. What news have you read recently that made you want to dig deeper and learn more?
16. What are you interested in developing within yourself right now (professionally)?
17. Tell me about a time when you had to change someone’s mind and your approach for doing so.
18. How have you learned from others’ substantive feedback of your work (e.g., edits or comments on your work)?
19. How might a detractor of yours (correctly or incorrectly) describe your greatest managerial shortcoming?
20. Describe what management challenges you had and how you navigated those
21. Can you describe a project that you managed end-to-end and what challenges you had to overcome to deliver on that?
22. What makes it a good day? Wherever you worked before, what made it a good day?
23. What do you like to do for fun? When you have a free evening what do you like to do?
24. Who are the people you admire?
25. What have you been reading?
26. What networks do you participate in, and in what way do you participate?

Source: Steph Beer

1. Social media has a low cost of entry
2. Building brand equity is driven by social behaviors
3. “The Four C’s”: Communication, Collaboration, Conversation and Community
4. Different networks appeal to different demographics
5. Social networking can provide a greater depth of information about candidates and granular insight into target companies
6. Targeted searches reduce cycle time

Source: Ryan Leary, RecruitingTools.com

1. Improve/update job descriptions
2. Conduct a review of your hiring process
3. Make sure the right people are involved in the hiring decision
4. Speed time of offer

Source: Jon Prete

1. Have a detailed bio and a picture
2. Find and follow
3. Contribute and be social
4. Don’t talk at people
5. Twitter Lists are for listening

Source: Boolean Black Belt

1. Blog
2. Twitter
3. SimplyHired.com
4. Indeed.com
5. Linked In
6. Business Cards
7. SEO
8. Your Organization’s Career Site
9. Your employees
10. The reputation of your organization

Source: RecruitingBlogs.com

1. Employee programs
2. Link to blog posts, articles and other thought leadership pieces
3. Post photos from your corporate events
4. Company press releases
5. Link to your job postings
6. Interview/selection process.
7. Bad candidates
8. Good candidates
9. Events and appearances
10. Offers and new hires
11. Career advice
12. Did someone else mention your company in a tweet?
13. Non-work activities
14. Other digital networking tools
15. Other employees on Twitter

Source: Jessica Lee

1. Do not use multiple sources for finding job candidates.
2. Source for candidates just before they need a position filled.
3. Rush through hiring without a multistage process … interview and then hire (a pipe process instead of a funnel).
4. Have not analyzed and do not know the top 6 personality traits necessary in top performers for industry sales competence.
5. Do shoot-from-the-hip non-structured interviews without questions designed to discover competencies, important personality traits, and character attributes.
6. Recruit personality traits and sales skills over character values like honesty, personal responsibility, and hard work ethic.
7. Do not use a validated personality profile.
8. Sell their company to candidates during MOST of the interview time. They even sell themselves on the candidate.
9. Talk more than the candidate does during an in-depth interview.
10. Do not involve other employees during final interviews.
11. Save candidates when they struggle with a question – sometimes even giving them the answer.
12. Hire candidates when only their instinct says yes.
13. Hire candidates when their instinct says no.

Source: Lance Cooper

1. Over analyzing resumes
2. Running overly generic/basic searches
3. Making assumptions about candidates from their resumes
4. Not spending at least 10 minutes search strategy before you start
5. Seeing each resume only as a potential match for the position you’re working on
6. Assuming search finds all qualified candidates
7. Searching only resumes posted within 30 days when searching major job boards
8. Not calling candidates that appear to be under- or over-qualified
9. Submitting the first 2 -3 candidates you find that fit your job/hiring profile
10. Thinking that the major online job boards have poor quality candidates
11. Thinking that after searching you’ve found all the candidates
12. Relying solely or heavily on title-based searches
13. Not using the NOT operator
14. Only using skill/tech terms
15. Spending 80% of your time using low-yield resources

Source: Glen Cathey