These are some of the mistakes not to make in order to build a great hiring process.

Not investing in the job description

Hiring someone great can’t happen if high-quality people aren’t attracted to the company and, specifically, the job role. Candidates have options.

There is a direct correlation between how much people want to join a company and how much they’re willing to go through to get the job.

Candidates use the job description to decide whether they want to apply for the job. If the job description is not invested in, the candidates most likely won’t invest in the company.

The good ones most definitely won’t. So, to give the company the best chance, here are some suggestions:

• Communicate the company’s mission and values. Sell the story.

• Focus on the activities preferred in the role.

• Don’t use terms that will alienate people such as ‘rockstar’.

• Stop adding arbitrary requirements like ‘minimum 10 years’ experience in data science.

• Record a video so people can get to know the employer, the team and even the office.

Asking for too much upfront

If there is a big hurdle at the start of the hiring process, many people won’t bother. It’s usually done inadvertently. The result? Candidates give up.

Start with a small task. 20-30 minutes maximum. Once candidates get positive feedback that they’ve progressed to the next stage, they’ll be more likely to invest their time in further assessment.

Not promoting the job

Even the top brands in the world invest heavily in recruitment marketing. They work hard to promote their company and job openings, so should every other company.

Writing a good job description is only part of it. Next is to get it in front of people. Many employers think candidates will just magically appear through free job listings.

There are definitely alternatives to paying for job advertising, but there is a need to be industrious.

Here are some things to consider:

• Post to social networks and promote the posts. Consider spending a little money on the posts to boost them.

• Network. Ask colleagues and friends to share the job. Everyone wants to help their friends find their next great job opportunity.

• Post in online communities.

• Invite candidates directly. Check for people who have expressed interest in the company before and invite them.

Death by video

One or two video questions is plenty. Giving candidates a chance to tell their story or explain their work and seeing how they communicate is fantastic. But its best not to overdo it.

Weird assessments

Don’t make it impossible for people. The assessment should realistically reflect the tasks candidates will be asked to do on the job. Unless the plan is to actually hire a rocket scientist, don’t ask rocket science questions.

Taking too long

It’s acceptable to have multiples stages in the hiring process, but please keep a few things in mind.

First, good people won’t be around for long, so best to be quick. Second, candidates will invest as much as the company invests in them, so if the job is asking a lot then the employer should communicate with them effectively.

Set the expectations at the outset, communicate throughout the process and wrap things up at the end. Get back to people quickly.

Not telling people they didn’t get the job

If the employer is not going to hire someone, best to let him or her know. It’s not that hard. People just want to move on and focus on the next opportunity.

This article first appeared in vervoe.com.