Employee recruitment is a difficult task. You'll face a number of obstacles if you're not attentive. Here are the 6 most common recruiting blunders that you should avoid while hiring the right interns:

1. Time Consuming Screening:
Among the most difficult elements of hiring new employees is sorting through all the submissions you receive and selecting the best ones. To select applicants it takes time to read through each CV when using paper applications.
It takes time to examine even online applications. If you spend too long making selections at this point, you'll lose out on many outstanding prospects. Job seekers typically apply to more than one employer at once. A lot of applicants are vying for the same position. If you wait too long to recruit a new employee, the best candidates will likely have accepted offers from other firms.

2. Not Involving the Existing Team:
A company's desire to bring in new interns from outside the company might be justified at times. It's possible they're lacking a certain talent, or they're seeking for a more diverse background. Be attentive of your current workers, though, and recognise what they might offer. Their family members or children may be seeking an internship.
Recommendations should be kept in line with one another. Anyone who has a decent network of contacts will be compelled to send them in. By excluding them, a valuable recruiting avenue is closed.

3. Paying Too Less:
Job seekers typically apply to more than one company simultaneously. A lot of applicants are vying for the same position. If you wait too long to recruit a new employee just because you cannot meet their stipend demands, the best interns will take up offers from other firms. You don't have to spend more than your rivals to attract the best talent, but you should be able to hire the good candidates.
If you cannot spend what the competing companies are offering to pay, then there might be other benefits you can outline (e.g., an office fitness centre, provident fund, retirement plans, etc.).

4. Confusing or Unrealistic Job Description:
Some businesses will provide a long list of desirable traits in their job postings. In certain cases, this might contain qualities that aren't absolutely necessary for the profession. Asking for too much might result in the loss of an exceptional applicant, even if you want to get the finest.
It's important to develop accurate job descriptions that take into consideration a person's abilities, position, and remuneration.

5. Harping on Finding the Exact match:
Some companies are overly concerned with finding the perfect match, even if that candidate does not exist. Determining the right person for the job may require accepting that some training will be required. Consider the position you have opened.
How many individuals have the necessary qualifications? Will they be working with equipment that requires specialised training? Consider focusing on applicants with other abilities you need. Make plans to coach them in other areas when they join.

6. Hurried Hiring:
Recruiting someone fast without completing your due research may be as harmful as taking too much time to hire. Sometimes it's urgent to hire a new intern since your team is already overburdened.
If you rush the procedure, though, you may lose important information that might be costly in the long run. If possible, try to set a reasonable deadline for posting the job opening and going through the recruiting process.

Make sure you take the time to perform all the necessary checks, such as online skills testing and contacting references, before making a hiring decision. You can remain on track by using a checklist to set deadlines for each task.

When it comes to hiring, the process may be lengthy and costly, so you want to make sure you do it right in the first place. In addition to being pricey, the hiring blunders we've discussed may damage your company's reputation and cause you to miss out on excellent talent. Your firm will have the best chance of discovering the ideal candidates if you avoid these traps.