Not Attracting the Right Talent Your Hiring Process Needs Work

October 15, 2021

Not Attracting the Right Talent Your Hiring Process Needs Work

Finding candidates that really fit into the job role and make a great team players is challenging, but having the right recruitment plan can get you going.

As a recruitment manager, I am always excited to hire new employees, especially those that feel like a catch. But sometimes, the excitement goes down the drain in the first few days of their joining. That’s where you should take a step back and evaluate your recruitment process.

Remember that the responsibility of bad hiring is on you – not on the employee. If your new hire fails to meet your expectation, then know that you made a mistake. That candidate may be an excellent employee, but maybe not for you!

If you have been lately regretting your hiring decisions, chances are that it is time to update your recruitment game.

Mistakes Not to Make to Avoid Recruitment Regrets

Inaccurate Job Description

Creating the right job description and advertisement is the key to finding the right candidate. It is important to create the right impression of your company, set realistic expectations from the candidate, and develop a fulfilling job role that makes potential employees want to apply.

Look for relevant and important skills. Asking for several years of experience for a beginner-level position will only discourage people from applying.

An accurate job description will save you from the trouble of screening hundreds of resumes and help candidates as well.

Lack of Internal Coordination

It is important to gather information from managers and the human resource department to list down the required skills. Sit down with reporting managers and team leads to understand what they are looking for in their new team member. Talk about technical skills, learning attitude, interpersonal skills, confidence, and everything else that matters for the organization.

Recruitment managers must not assume what to look for. Instead, let reporting authorities and team leads create a job advertisement for you. Keeping them in the loop will minimize the risks of recruiting bad hires.

Taking the Word for It

Don’t forget to verify employee information and don’t just believe their words. Even if you are in a hurry to hire, make sure you have done your background checks.

For example, ask for an online portfolio and proof of work so you know they really painted that masterpiece or published that article.

Of course, candidates will oversell a little. You should be smart enough to find out how much of it was overselling!

Not Communicating the Company Culture

Remember that job interviews are two-ways. You are evaluating the candidates and vice versa, so it is crucial to communicate your company values and culture during the interview. It will help candidates decide whether their work values and ethics match with the company’s.

Don’t promise bi-annual increments if it’s not part of your program. Don’t say that bonuses are linked to performance if you don’t really have a bonus plan.

Creating the right image is important. Otherwise, you will see a highly demotivated and sluggish employee snoring on the desk.

Hire Like a Pro

The quality of your employees highly depends on your recruitment process. Your ability to shortlist and select the right candidate is directly linked to your company’s performance.

So, improve your job posts, set realistic expectations, ask the right interview questions, and improve your onboarding process.