Recruitment may seem like an easy operation, but it isn’t. A lot rides upon the fact that successful recruitment brings you a really desired candidate and an unsuccessful recruitment brings a candidate who you might want to get rid of or who is not aligned with your business processes.
When a seemingly desirable employee goes rogue, he either gets fired or leaves on his own accord. However, a bad hire is not very cost-effective. Not only do you go back to square one with the hiring process, but you also are under more pressure now because the last hire went bad.
So, what went wrong?
Was the candidate really bad or was your hiring process faulty? In most cases, faulty hiring processes are attributed to beginning something that should never have begun. Simply put, with a proper hiring process, you can avoid hiring someone unsuitable and going through the massive costs of hiring, training and aligning new employees to your workplace, over and over again!
We have compiled some reasons that can help you monitor and overhaul your hiring process to save your time and money that goes down the drain every time you lose an employee. This will also keep your employee turnover low and boost your workplace productivity automatically as well.
- Dull Job Descriptions: Job postings need to be advertised with explicit details while focusing on the fact that they should not seem dry or boring to read. If job descriptions are simply about the job role, it tends to leave a negative impact on desirable applicants. To tackle this, the postings also need to discuss what the company culture is, what the company’s goals and missions are, apart from what the job role entails.
- Unprofessionalism in the hiring process: Favoritism or biased opinions towards certain employees by hiring managers is simply stupid. Not only does a deserving candidate lose out on a great opportunity to get hired, but the favored candidate may not be as hard-working or deserving for the job role. A multi-tiered interview process can help curb the negativity in the hiring process and also eliminate unworthy candidates with each next step in the process.
- Outdated Application Process: If you are still using the hiring process you used for the bad hires, you know what can happen next. Since you are looking for a completely different person in comparison to the bad hire, job applications should explain the employer’s culture, mission, and business values more explicitly.
- Horrible and Unstructured Interviews: If your interview process entails asking candidates to fill out an application form, tick mark some checkboxes and tell about their experience and qualifications in an interview, you are doomed. The interview also needs to ask candidates about their experience in doing other kinds of tasks apart from their core job expertise. Moreover, questions should not just be asked to elicit “Yes.” or “No.” answers, they should also ask the candidate about other factors like incentives, multi-state relocation, overtime, maternity leave, etc. The answers that candidates give to such questions will help hiring managers to ascertain whether a particular candidate fits into the workplace or not.
- Lack of diversity: Most hiring managers overlook the fact that a good candidate can be of any gender, race, social status or ethnicity. The aim of the interview is to find the best talent and this is where candidates belonging to diverse backgrounds can be hired to add to the company culture and also contribute their overall expertise in their job domain as well.
- Inability to spot a candidate’s lies: In most cases, employers fail to spot lies on a resume. This can be either due to oversight or because the hiring managers did not perform proper reference checks or did not conduct additional interviews. The hiring process should continue with any candidate only if the employer is certain that what they claim is true.
- Ignoring Unselected Candidates: Most businesses fail to maintain a follow-up process with candidates who were really good, but missed out on the final selection. This can be tackled by maintaining a proper feedback chain where applicants anticipate a future interview and this will help you build a more productive job-seeker search process.
- Hiring Process Time-Limit: Slow-moving hiring processes can cost you money due to inaction by hiring managers. Ultimately, when a candidate is selected at the heat of the moment, this has bigger chances of turning into a bad hire. Rushing the process is also bad since important details like background checks and past employment records might get overlooked. Great talent also doesn’t wait long. Most probable candidates get tired of the slow hiring process of a company and defect to other companies who are ready to hire them much sooner. A proper timeline of events needs to be decided to carry out the hiring process with ease and not hurry onto a conclusion.
- Inexperienced Hiring Managers: Many job roles demand expertise in hiring. For e.g. technical jobs like engineers or chemists. Many hiring managers won’t even know what a structural engineer does but still decided to become a hiring manager for such a job posting. Only those managers who actually know about the job role in-depth should be given the hiring role.
- Hiring the Wrong Expertise: Many employers make the mistake of hiring the wrong kind of candidate for a different job role. For. E.g. for boosting sales, they hire an MBA who has very less experience in sales or assigning candidates with zero compliance experience to the liaison department. Only those candidates who fit the job description should be hired. Substitution is not an option because if the employee gets frustrated with the job, they are bound to quit.
Eliminating such blatant mistakes will help you reach out to the most deserving candidates and also help you portray your hiring process as very lucrative to the job-seekers out there. Finding candidates is easy, all you need to do is to apply these tricks in order to fine-tune the hiring process and fill vacancies that do not turn into a bad hire.
By appointing the right kind of hiring professionals, you can make hiring a painless process and also save lots of money that would generally go waste over trying to bridge the gap between high employee turnover and employee retention ratios.