We live in a world where a human being is considered to be a resource. Like that table in your office or a phone you are probably having in your hand right now. Being a Human Resources specialist is an extreme responsibility. Imagine, you are supposed to have a deep experience in a field you are recruiting, being blazingly fast analyzing candidates and choose the one who is mostly relevant to the position!

Crazy, right?

Unfortunately, only a fraction of HR specialists really cares about the situation. When I just graduated from university, I got scared of recruiters. Everyone should recall that time of countless resumes sent and waiting for a call or an interview. I was not an exception! You can't imagine how happy I was when some agency called me to discuss a role and have a closer look at my skills. But my expectations didn't meet the reality... What I really found was a bunch of people who had NO idea about domain they were sourcing for and covered themselves with rehearsed without any understanding questions. Couple of times it was so bad, I got frustrated that my time was wasted!

Even though I didn't spend much time looking for my first job, I got enough experience with Human Resources to make a list of TOP 5 major mistakes recruiters make:

1. Being inexperienced in a domain you are hiring.
Companies are paying hundreds of thousands of dollars to an external HR companies in order to source best talents around. Without a deep knowledge in a particular field, who gave you a permission to decide who is suitable and who is not? Ideally, if you are hiring a Software Engineer, you are required to have an experience in this field. That is why companies like Google, Atlassian and OCTO are using internal developers to assess skills of candidates rather than relying on external suppliers.

2. Being lazy.
As a person who has an overview of internal HR process, the most annoying part when looking at provided candidates is to realize that they were just copy-pasted from external online job boards. OMG! If you are trying to supply another company a resource plus get a money for this process YOU SHOULD WORK. You are expected to have an interview with every candidate which suits best, ask all required questions, create a personal overview of a candidate, compare with others and only after - attempt to send it to the client.

3. Not providing a feedback.
Human Resources are resources, but most importantly - they are Human :) Every person you contact has own life, story, expectations and dreams. There is no difference between you and your candidate. And when you treat your candidates as your coffee table - neither you, nor your clients benefit from it. Never say "We will contact you soon" and eventually forget about a person. Having too many candidates in not an excuse - you chose this job, so kindly get back with response at least via email. If somebody is asking for a feedback - it is your direct responsibility to provide a clear explanation why particular applicant was not successful.

4. Becoming an HR because there was no other suitable career pathway.
Some people believe that anybody can become a recruiter. Just have a gentle clear voice, friendly manners, know how to smile and communicate with people. Do you think it is enough? Of course no! I personally consider HR as one of the most stressful and complicated jobs with highest responsibility. Imagine: in some way you are influencing the life of a person you either say YES or NO. And if your decision is biased or was not considered carefully - you may ruin someone's life! Being an HR is almost the same as having a jury duty EVERY SINGLE DAY.

5. Not being creative.
You know, sometimes I browse LinkedIn while commuting on a train, and what I see just makes me sad: "Job ID: 22732 Application for Business Analyst is opened... Please, email a Job ID to the following email...". Are you serious? You just copy-pasted a text from your system and shared it on LinkedIn. Do you think you have done your job right? Good HR advertisement should be like a well-structured fiction story: with an intriguing introduction, fascinating content and exciting culmination. Be creative, post with humor and enthusiasm. Try to reflect company's culture in your advertisement and make people want to apply for it. Honestly, it would be even great to shoot a promo video for job application - creativity equals success!

These are top 5 mistakes recruiters make according to my personal experience. I sincerely hope it was a useful insight on what should be fixed and reviewed in future!