The Biggest Mistakes Recruiters Make

Let’s be real—hiring can feel like a game of roulette. You post a job, cross your fingers and hope your next superstar is buried somewhere in that pile of applications. But here’s the kicker: even the most well-meaning recruiters can fall into some pretty expensive traps. Yep, the kind that leave you scratching your head wondering, “Why is our office starting to feel like a revolving door?”

The truth is, bad hires don’t just mess with team vibes—they drain your time, your money and your sanity. So, let’s dive into the biggest recruiting mistakes companies make and how they’re costing way more than just a few awkward probation reviews.

1. Playing It Too Safe (AKA Hiring the Clone Army)

Ever noticed how some recruiters only go for candidates who tick every single box on the job ad? It's like they’re building a robot army of identical resumes. The problem? Real talent doesn’t always come wrapped in the "perfect" job title or with every buzzword under the sun. Sometimes the best person for the job has a slightly messy resume but buckets of potential. The best team members, often have the worst resumes!

Stop hunting for unicorns who look perfect on paper. Start looking for humans who can actually do the job—and do it well.

2. Letting the Intern Play Gatekeeper

We’ve all seen it: junior staff with barely any experience sifting through resumes like they’re skimming Netflix. The issue? They don’t always know what gold looks like yet. Instead, they lean heavily on filters, keywords, or AI software, booting candidates who might have been your next MVP.

Pro tip: If someone wouldn’t know what success in the role looks like, maybe don’t let them shortlist the people who’ll make or break your team.

3. The Interview Snooze-Fest

“So, tell me about your biggest weakness.”Cue eye-roll from every candidate ever.

The old-school Q&A interview style is still lurking around way too many boardrooms. It’s rigid, predictable and—let’s be honest—completely misses the mark on what someone’s really like. Some of the sharpest hires out there won’t always have a rehearsed answer ready to go, but they’ll smash it once they’re in the role.

Ditch the script and get conversational. That’s where the magic happens.

4. Hiring the Smooth Talker (a.k.a. The Professional Pretender)

Some candidates interview like they’re auditioning for an Oscar. They’re charming, they’re confident and then—bam! Six months later, they’re micromanaging the life out of your team or stirring the pot in office politics.

A killer interview doesn’t always mean killer performance. If you find staff quitting left, right and centre or if the vibe is turning toxic, you might’ve let a smooth-talking saboteur slip through the cracks. Time to show them the exit, quickly and kindly.

5. Speed-Dating Your Candidates

You know those interviews that feel more like a quick coffee chat than an actual deep-dive? Rushing through interviews is a classic mistake. You need time to peel back the layers and see if this person is a true team player—or just good at packaging themselves.

Slow it down. Ask the tough questions. And don’t forget to watch for the subtle stuff—body language, how they talk about past colleagues and whether their story adds up. The more time you spend with them, the more you get to truely know them.

6. Bias, Bias, Baby

We all like to think we’re objective, but bias sneaks into hiring more than we’d like to admit. Whether it’s judging someone based on their age, background, or what they wore to the interview, unconscious bias can lead you to overlook incredible talent.

If recruiters are too busy scanning for "cultural fit" (read: people just like them) instead of actual skills and experience, businesses end up losing out—big time. Although trust me, culture fit is a biggie and needs to be considered. (I'll write a blog post about that).

7. The Cost of the Revolving Door

Let’s talk numbers. Every bad hire costs money—lots of it. From lost productivity to constant recruitment fees and endless onboarding sessions, the expenses pile up fast. And don’t forget the hit to morale when your team watches another newbie leave after three months.

If you’re stuck in a cycle of hiring and rehiring, it’s time to look at why. Chances are, it’s not the talent pool—it’s the fishing rod you’re using.

8. Overselling the Dream (and Setting People Up to Fail)

Here’s the thing—no company is perfect. Yet, some recruiters go full “Instagram filter” mode and sell candidates a role that sounds like a dream come true: amazing culture, growth opportunities, free snacks, a unicorn as a CEO... you get the idea.

But if the reality is more “bring your own coffee and prepare for chaos”, candidates are going to feel like they got catfished. And when people realise the job isn’t what was pitched, they leave—fast.

Recruiters (and hiring managers) need to keep it real. Be upfront about the good, the challenging and the downright messy. Candidates will respect honesty way more than a sugar-coated version of the company. And guess what? The right people will stick around because they know exactly what they’re signing up for.

What Candidates Should Know

Job hunters, listen up. If you’re dealing with one of these textbook-recruiters who’s just ticking boxes or rushing through your interview, don’t take it personally. The issue isn’t you—it’s them. Walk away and find someone who actually knows how to spot your worth.

The Takeaway?

Hiring isn’t about who’s got the flashiest CV or who nails a scripted interview. It’s about finding real people who’ll lift your team, fit your culture and stick around for the long haul.

Stop playing it safe, stop rushing and start getting curious about who your candidates really are.