6 Signs of a Poor Recruiting Process

Having a sufficient recruitment process is essential to a functioning, growing business. Without a stable routine, you are going to consistently run into issues where you are unable to attract the highest qualified candidates. Consequently, you will lose them to the competition and it will either take too long to fill open positions, or, you will spend too much money in training to get new employees up to speed with the expectations of the job.

Here are various signs which will indicate an inefficient recruiting process. By being aware of these, you can take greater control of the process.

1. Overstretched offering time

In short, your process is insufficient due to the amount of time you take to respond to a candidate.

Candidates, especially when they are being recruited by other employers, don’t want to wait prolonger periods of time waiting for your response.

Our best practise is to always disclose a time period in which you will come to a decision in and make sure the candidate is happy to wait. To note, the most important part is to keep candidates in the know!

2. High Cost of Recruiting

As you may know, there is a lot of money being spent on recruiting. Sometimes, more than is necessary. If you find yourself blowing the budget frequently, there could be huge flaws in your employing process.

This includes the amount of interviews taken, the time used by HR team and hiring managers, the money you spend flying candidates in and out for interviews and meetings, fees paid to professional teams, and more. The typical establishment spends about 8 to 12% of a candidate’s salary in recruiting costs, though it could be optimised to between 4 to 6%.

In essence, it’s a lot of money to waste on bringing people in for them not to convert. We recommend referring to a professional who can help streamline your recruitment costs. Professional recruiters are able to pinpoint your surplus of spending and conduct more cost- effective approaches. Get in touch with us at EPQ to help you cut the cost of employing!

3. Low Employee Referrals

The insufficiency of your recruitment process may depend on your current employees not providing referrals.

If you are not getting as many as you once did, there might be a problem within your establishment that you’re unaware of. Most employees, especially when provided with a referral bonus, are happy to refer their friends and associates to the company where they are happy. If they are not happy, they will be less inclined to provide a referral.

This essentially means that you have to take a step back and consider if employees are satisfied with the company. We recommend conducting an employee survey could tell you what area is unsatisfactory so you can work to rectify the problem!
 
4. Candidates Are Unwilling To Attend Multiple Interview Rounds

If you bring candidates in for an additional (2 or more) round of interviews and they decline, you have a problem.

They have either found another position or they are simply tired of passing through the hoops you have created to come and work for you. They would rather keep looking than endure another round of interviews.

In this case, you need to refine your interview questions. Look at asking more in-depth questions during the first round or providing a better explanation to candidates as to why you need the additional rounds. If they know the further round is with higher level employees or that they will receive a job offer within days of the next round, it might lead to them accepting your challenges. They shall only continue if they feel it’s worth it.

5. Poor Feedback

Candidates will grow frustrated when they don’t hear back from the hiring manager or HR as to when a decision will be made.

As-well, new-starter employees grow frustrated when they don’t get feedback from management about their performance.

As stated, you need to be completely transparent of your timeline, as-well as make time for employees to receive comment.

6.High Turnover Rate

If you suffer with a high employee turnover rate, especially in the first 2-6 months, it often indicates that there were mistakes made in the hiring process.

The turnover could be for two reasons: the candidate leaving or the candidate being replaced/let go. Either way, you need to identify the reasons behind it.

If you have trouble identify the flaws in your onboarding process, get in touch with us here at EPQ for an honest overlook of your recruitment process.

In the end, you have to look at what candidates are receiving throughout the recruitment process.

If they aren’t being constantly informed throughout the timeline, there’s an issue. If they aren’t receiving feedback on performance, there’s an issue. And the rest? It comes down to you taking the time to refine and assess your in-house process.
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Needing advice, or a professional outlook on your recruitment process as a business? We are EPQ Recruitment, a small, friendly team ready to guide you into a new, high converting, candidate search.