Written by Guest Author | April 5, 2016
Hiring the wrong person can be desperately costly – not just in a financial sense, with potentially thousands of pounds being thrown away in lost productivity and the process of finding, recruiting and training up a replacement, but also with regard to wider company morale.
It is also an incredibly widespread problem, with 38% of companies admitting to hiring badly as a result of needing to quickly fill a vacancy, while 11% admitted they did not carry out adequate reference checks.
Identifying the cause of a poor recruitment decision
Of course, even with the best will in the world, your organisation is always likely to make the occasional poor hire – a particular person may not fit in with your company culture in quite the way you thought they would, or there may be a shift in your business’ priorities shortly after taking on someone new. However, the expenses associated with poor hiring can still be minimised – if not eliminated – through a suitably improved recruitment process.
The use of the most appropriate recruitment technology – such as our acclaimed Fusion applicant tracking system and careers site platform – can certainly make a big difference, not least in enabling you to better build and maintain relevant talent pools for the next time you have an important vacancy that urgently needs to be filled.
Keep a close eye on your job descriptions
However, there are various other factors that can come into play. Many firms fatally compromise their hiring at the first hurdle by not providing a job description that accurately reflects the actual role. After all, the best talent – including people who are already in very good jobs – are unlikely to risk switching to an unfamiliar, poorly defined one, even if the wage and other perks are attractive.
Sometimes, job descriptions don’t contain enough information – but sometimes, they can be too detailed and exacting for what the role actually entails, deterring potential applicants who would be highly suitable. There’s definitely a balance to be struck with your job descriptions if you are to ensure they appeal to exactly the kind of candidates you need to attract.
But above all else – get your hiring process right
Right from the beginning of the hiring process, everyone who is going to have contact with the new staffer needs to get together and determine what kind of person they require in the role. What traits and skills will the chosen candidate need to be a success in this job? Once that has been determined, the actual talent search will be able to begin in earnest.
To learn more about what your recruitment process must involve if you are to land the best talent, get in touch with the recruitment experts at Webrecruit today.