"Hiring the right person for the right job" is a common saying that is much easier said than done. Like many other critical processes for organisations, recruitment done poorly can lead to costly consequences. In this blog post, we will discuss five common recruitment pitfalls that every hiring manager should be aware of and provide tips on how to avoid them.
1.Rushing to Fill positions. Underpinning nearly all other pitfalls on this list - and yet one of the most common mistakes hiring managers make - is to make hiring decisions based on expedience as apposed to thorough evaluation. It can be very tempting to take the first candidate who throws their hat in the door and says they can start Monday - but undervalue a thorough recruitment process at your own peril. Hiring an individual who may not have the necessary skills or cultural fit with organisation will incur costs on the organisation in terms of diminished quality of the work and time spent upskilling. Invest the time/capital into either creating a comprehensive recruitment process or use experts such as EPQ Recruitment and ensure you find the best possible candidate for the position. 2.Inaccurate or Imprecise Job Descriptions Job descriptions are a vitally important points of reference for both managers and candidates; inaccurate or Imprecise job descriptions can easily cascade into plethora of problems for both the individual and the organisation down the line. These issues may take the form of: - Hiring someone without the necessary skills that are required for the job as they were ill-defined. - Poor employee motivation as the employee is unaware as to the full meaning of their role within the context of the organisation and may feel hesitant in performing roles that they were unaware fell under there remit. - Training and upskilling employees becomes more difficult and costly without defined job descriptions as clear paths of progression become blurred. 3.Overwhelming candidate inefficiencies The first step many organisations may take when recruiting for a position may be to plaster the role on as many job boards as possible. Drawing in as many candidates’ applications as possible may seem nothing if not positive, however, an overwhelming number of applicants can make it difficult to effectively screen and evaluate each and every individual with the attention that they deserve. As result of the heavy-handed methods used in order to create a short list from so many candidates, an organisation may actually end up with sub optimal set of candidates. Methods such as attending networking events, using niche Job Boards, and directly reaching out to a smaller number of candidates that is more manageable for the company’s internal screening capabilities result in better overall candidate quality. Alternatively outsourcing to a third party such as EPQ Recruitment is a less resource intensive method to effectively ensure that only the highest calibre recruits reach the interview stage. 4.Overlooking Cultural Fit It can be an easy fix for hiring managers to base their decision purely on the candidates’ qualifications and experience without taking the time to consider whether the individual will fit with the company’s internal culture – or even what their company culture is. An organisation can hire the most qualified, most experienced candidate, but if they do not work in harmony with the companies’ values, mission, and overall work environment, they will clash with colleagues and management. This will nearly always result in negative impacts on the individual’s motivation and performance as they become disillusioned with the organisation and can eventually lead to leaving entirely, thus wasting all the resources that had thus far been put into the individual. Skills and technical knowhow are far easier, faster, and cheaper to teach than trying to make an individual adhere to workplace environment in which cannot suit their individual needs. To avoid this pitfall, we assess both the technical skills and cultural fit of candidates during the recruitment process. By Incorporating behavioural questions and cultural fit assessments we ensure that candidates align with your organisation's values and work well with the existing team. 5.Expecting New Employees to ‘Hit the ground running’. New employees – no matter how qualified – will need time to settle into the role and find their feet. It will typically take about 3 months for new starter to fully find their feet and begin to produce quality work in timely manner that meets the expectation of their new employer. It can be frustrating for employers, having put all this effort into hiring the ‘right’ candidate, only to then have to train them for the role they supposedly qualified for. However, it is incredibly important that when onboarding a new starter, the organisation makes them feel welcome and gives them the support and the network to seek advice and ask questions. Expecting a new starter to immediately start operating as if they were seasoned veteran of the company can lead to them feeling overwhelmed and stressed, which may easily spiral into disengagement and ultimately leaving the organisation. Recruitment can be a tricky process to nail perfectly, but it is vitally important to perform correctly for firms to successfully grow and improve its human capital. If you would like a professional organisation to handle all the risks that recruitment has to offer, then why not contact us recruitment@epqrecruitment.co.uk or call us on 0333 444 1120.
0 Comments
Leave a Reply. |
AuthorHi, we're the EPQ Recruitment team and we'll be keeping you up to date with all the latest news! Archives
April 2023
Categories |