Five Recruitment Pitfalls to Avoid in 2025

We’ve known the recruitment process has been evolving for some time, not least with the latest AI and other technological developments. But we are also advancing in the way we, as humans, drive the process. This is partly due to the developing expectations of candidates, and the wider transforming workplace.

Although many companies are embracing post-covid recruitment learnings, some organisations continue to fall into common traps that drive away top talent. In housing - where the right leadership can shape communities - the stakes are even higher. Here, I explore five key mistakes you could be making along your hiring process, and how refining your hiring strategy could lead to lasting success.

1. Moving Too Slowly

Many organisations underestimate the importance of momentum in recruitment. Line managers are often stretched thin, balancing daily responsibilities with hiring tasks. As a result, shortlisting and interview scheduling can drag on, causing unnecessary delays.

Top candidates won’t wait. Strong applicants are often entertaining multiple offers, and a slow process means losing them to more agile competitors.

If you think about it, you are also promoting a poor perception of your organisation. A drawn-out hiring cycle suggests inefficiency, which could make your company appear disorganised or disengaged.

Solution:

Make sure you set clear internal deadlines for reviewing applications, interviewing, and offering contracts. A slick and defined process keeps the candidate engaged and less likely to take to another offer from an organisation with a faster process.

Make hiring decisions a priority rather than an afterthought. Nobody likes to be kept dangling, and first impressions are key. If you want to attract serious candidates then you need to show you are serious about your decisions and your offer.

You can also use automated scheduling tools to streamline communication and reduce back-and-forth delays. As well as keeping your candidates engaged, this helps to ensure parity and fairness across candidate communications, and also keeps your communications strategy more organised.

2. Focusing on Who to Reject Instead of Who to Select 

With increasing applicant numbers, some recruiters start filtering candidates by looking for reasons to reject rather than selecting the best person for the role. Once they identify three or more strong contenders, they shift to exclusion mode, dismissing potential talent too soon.

You’re more likely to miss a good opportunity by doing this. The ideal candidate may be further down the list, but rigid rejection filters could mean they’re overlooked.

This kind of behaviour also breeds a negative experience for applicants. Skilled professionals who are unfairly cut may carry a lasting poor impression of your organisation, which may impact future recruitment efforts.

Solution:

Prioritise selection criteria over elimination tactics. Take care to scrutinise all applications which fulfil the criteria, rather than focusing on slashing the list down to save time.

Maintain a structured shortlisting process that ensures each applicant is properly considered. Don’t cut corners or be too quick to dismiss a candidate based on your own workload restrictions. Instead, create a more efficient process.  

And remember that recruitment is relationship-based - today’s rejected candidate could be tomorrow’s perfect fit. How you treat a prospective candidate can have a lasting impact, whether they are successful this time or not - especially in a sector that is so intricately connected. Mutual respect and consideration goes a long way.

3. Designing a Process for Employers, Not Candidates 

A hiring process should work for both sides, yet some organisations roll out templated processes built for internal convenience rather than applicant experience. This tends to result in rigid, one-size-fits-all structures that fail to engage candidates effectively.

This can also create a frustrating experience for interviewees. If the process feels robotic or disconnected, applicants will likely disengage.

And it encourages poor hiring outcomes. A flawed process will often result in mis-hires, forcing organisations to restart the recruitment process, costing more time, money and resources. This can then directly impact existing employees who will likely have to carry the extra weight whilst waiting for you to find the right candidate.

Solution:

Tailor your hiring process to fit the role and industry rather than defaulting to generic HR templates. Think about how your candidates will experience the process

Make sure you integrate flexible interview methods that suit different skill sets. And while you’re at it, think about how inclusive your hiring process is for candidates with disabilities or other potential equity barriers.

Focus on engagement - ensure candidates feel valued throughout the process. This should really be a no brainer for any modern recruitment team.

4. No Feedback Loop 

A lack of feedback is a widespread issue in recruitment. Many organisations fail to provide meaningful post-interview insights, leaving unsuccessful applicants in the dark.

It also has the potential to damage your employer brand. People talk – believe me when I say candidates who receive no feedback share their frustrations within industry networks.

You’ll also end up reducing future interest. Skilled professionals will likely avoid applying for future roles with your organisation if they’ve had a previous poor experience with you.

Solution:

Employ standardise feedback mechanisms with concise but valuable insights for unsuccessful applicants.

Make sure you offer constructive points - explain why someone didn’t progress and let them know what would strengthen their application next time.

Also, view feedback as an opportunity to build connections rather than simply closing the door on candidates. The power of the network cannot be underestimated.

5. Assessing the Wrong Things 

Too many organisations rely on generic interview templates that fail to assess the role-specific skills, behaviours, and knowledge needed for success. A one-size-fits-all approach results in mis-hires, cultural mismatches, and long-term organisational issues.

This often results in weak hiring decisions. Unsuccessful assessments lead to bad fits, forcing expensive rehiring cycles.

There is also the risk of erosion of your company culture. Poorly matched employees can often create internal challenges, which then go on to impact team cohesion.

Solution:

Develop custom evaluation criteria that is aligned with the role’s actual requirements.

Move beyond technical qualifications - keep up with transforming hiring trends which focus more on behaviours, adaptability, and cultural fit, as well as traditional skills. This is because statistically, they produce better outcomes and encourage healthier workplace environments.

Ensure you are continuously refining your interview approaches by reviewing past hires and adjusting assessments accordingly.

Final Thoughts

Effective recruitment balances speed, fairness, and engagement. Housing professionals play a critical role in shaping communities, so hiring the right people is more than a process - it’s a responsibility.

If you’re looking to refine your approach, Greenacre Executive can help build a robust, candidate-focused recruitment process.

Feel free to get in touch if you’d like a chat.

barry@greenacre-executive.com/07715 40900

Barry Forsythe, Executive Recruitment Specialist, Social Housing