The methods and means used for recruitment differ from one company to another. However, most HR professionals agree that mistakes in the recruitment and hiring process can have serious negative effects on the organization. Recruitment issues should therefore not be underestimated in terms of work climate, motivation, productivity and financial impact. To help you limit the risks and find the right candidate, let's define bad recruiting practices and explore our top tips for successful recruitment.
What is bad recruiting?
For various reasons, recruiters sometimes make recruitment errors: incomplete job description, imprecise missions in the job offer, etc. Sometimes it's the candidate's profile that does not correspond to expectations: lack of skills, or conversely, too qualified. Another scenario is recruiting an employee without having formally assessed their soft skills: here, the recruiter relies on their intuition and somehow skips the different stages.
What are the consequences for the company?
The consequences of bad recruiting are sometimes not felt until a couple months after a hire has been made. An employee who does not share the values of the company can become a disruptive element in a team and be a source of demotivation over time. Moreover, their lack of involvement can negatively impact the productivity of the team and organizaiton.
The direct consequences of poor recruitment are also an increase in turnover, or even an increase in work stoppages. In the long term, the cost for the company is significant: cost of another recruitment process for the same role, cost of possible replacement and training of the new employee, drop in productivity, consequences on the rest of the team if certain tasks are to be distributed, etc.
8 Tips for an Effective Recruitment Process
It's never too late to improve your talent acquisition and recruitment processes. Here are a few tips:
1. Create an Accurate Job Description
One of the reasons for poor recruitment is the lack of clarity about the responsibilties and the skills required for a position. As you write the job description for an open role, be sure it includes the precise responsibilities, the environment and the working relations within the team and organization, the candidate profile sought (level of training, experience, background, skills, etc.), and the relevant success metrics for the role. An accurate job description defines the ideal candidate profile for both hiring managers and recruiters, simplifying sourcing and improving communication between the entire hiring team.
2. Write a Transparent Job Post
Now that you've written an accurate job description, it's time to post and promote the open position. In addition to the responsibilities, skills, and experience required, it's best practice to also include work location (in-person, hybrid, fully remote), type of employment contract (part-time, full-time, contractor), and the expected salary range for the position. To further improve the candidates experience, you can also include detailed information about the stages of the recruitment and hiring process at your organization. Once you have all that information, promote the job internally on your company's intranet, as well as externally on popular job boards such as LinkedIn, Indeed, and Glassdoor.
3. Don't Overlook the Importance of Your Employer Brand
Now more than ever, emplyees want to work at organization that share similar values as them. To help attrach the right profile of candidates, companies should promote their values and culture across the various channels that make up the candidate lifecycle, including the careers website and social media. Portraying corporate/social values, business projects, team outings, employee testimonials showcases the attractiveness of your employer brand and contributes to a positive candidate experience.
4. Prepare for Job Interviews
Besides the interviewer not showing up, nothing is more frustrating for a candidate than facing redundant questions from different interviewers. Interview preparation ensures a shared understanding of the ideal candidate profile. A well-prepared interview team builds trust and encourages candidates to share their experiences and motivations. To implement this best practice, develop interview guides that specify the attributes or skills each interviewer should assess, include useful questions, and incorporate a standardized scoring rubric.
5. Assess All Skills
Before making a hiring decision, it's essential to assess all their skills. This includes soft skills, hard skills, as well as attributes like personality and learning style preferences that impact individual and team culture and productivity. To do this, use tools like psychometric assessments to measure cognitive, behavioral, and interpersonal skills. You can use separate assessments to measure each area or you can use a tool like Pearson TalentLens Role Assessments which combines various tests into a single candidate assessment specific to the role/position.
6. Make Objective Hiring Decisions
Your recruitment process and the tools you employ throughout the candidate journey should improve decision-making for hiring managers by gathering objective data. By using precise job descriptions, pre-employment and psychometric tests, well-informed interviews, and standardized candidate scoring criteria, you can identify the candidate who aligns best with the role and the organization. Additionally, this approach helps reduce biases that may emerge when making judgments based on intuition or interview interactions.
7. Reply to All Applicants
HR should promptly inform all candidates of their application status. Failing to respond, even to candidates who were not selected for interviews, can damage the company's image and employer reputation. Encourage interested applicants to consider future roles within the company and wish them luck in their job search. For candidates who were interviewed but not selected, consider providing constructive feedback that could benefit them in their future interviews.
8. Refine Your Onboarding Process
The initial days and weeks within the organization can significantly impact the employee's overall experience. Effective onboarding should encompass various activities and topics to ensure a seamless transition into the new role. These elements include orientation, introduction to the company history and culture, access to essential resources, familiarity with policies and procedures, clear role definition, mentorship and buddy systems, open feedback and communication, performance expectations, and focused training. A well-structured onboarding process not only helps new hires feel appreciated and engaged but also equips them for success in their roles, benefiting both the individual and the organization. It lays the groundwork for a positive and productive working relationship.