It doesn’t matter whether you recruit internally, through a high street recruiter or an executive search firm – if you don’t have the correct recruitment strategy it can all fall flat, compromising your chances of hiring great talent you need for your roles.
These are some of the recruitment strategies that can cause recruitment failure.
1. Not treating applicants like customers
Every single applicant should be treated like a customer. Your company reputation is affected by everything you do and everyone you do and don’t make contact with. If applicants aren’t right for your position have the courtesy to get back to them and tell them that they aren’t right for the position, providing them with constructive feedback. If you interview someone treat them like a customer by giving them a great hiring process experience. This will not only reflect greatly on you but also the company you work for.
2. Ignoring passive candidates
Concentrating all your efforts on only active candidates cuts out almost 75% of your potential talent pool. Passive Candidates are people who aren’t looking for new positions but could potentially be open to new opportunities. Try reaching passive candidates through social platforms such as LinkedIn or put your recruitment process in the hands of a professional who specialises in executive search – these specialist firms will target passive candidates on your behalf.
3. Being too rigid on your job description
Finding the perfect person to fit your role can sometimes be extremely difficult if you have a long list of skills, experience and personality traits that you’re looking for. Being flexible with your job description can allow you to get someone great for the role despite them not having every element of your criteria. It’s good to find someone with room for improvement rather than spending unnecessary time finding who fits every single bit of your criteria who may turn out not to be ‘perfect’ at all. Giving people the opportunity to learn and develop will often mean you are getting better performance, strong motivation to succeed and greater retention without the need for significant training investment or having to wait for people to come up to speed. Give it a try – people will surprise you!
4. Not profiling your best employees
When hiring, everyone wants more of their best employees – that’s what you should be looking for. Hiring managers often forget to profile their best employees so miss key criteria they should be looking for in new hires. Look at personality traits, skills, experience, motivational drivers and core values of these individuals and try to look out for these traits when interviewing candidates. There are profiling tests which you can get candidates to complete before they start with you, so you can establish whether you are making the right choice.
We have taken these points into our hiring process and it has proved a valuable part of the recruitment process.