Poor office hires cost time and money for many Australian businesses, and whilst many firms are investing heavily in talent development, recruitment processes are often rushed and not standardised.
Here we explore just some of the top recruitment mistakes that can effect the recruitment outcome and staff selection.
“I need someone yesterday” – is a very response when I’m asked to recruit. That’s understandable as often when the need to recruit arises it’s reactive, the clock is ticking and workloads are building. Typically, recruitment campaigns for skilled roles can last 1-3 weeks so any opportunity you have to re-distribute tasks during this period (and any notice periods) will help elevate that pressure so you can make the right decision.
Some candidates are better at presenting themselves in interview than others, but these candidates may not always be the most suitably skilled. Given there is only so much you can learn in one or two meetings (interviews), like you, I like to look at the whole picture. By taking all aspects into consideration such as skill sets, previous and past performance, traits within their resume, reasons for leaving, testing, a candidates expectations, references, and how they perform answer specific questions (such as competency based questions), we can get a much better overall profile. Whilst all this may seem obvious, it is still very easy to be swayed by personality and making a decision based solely on the interview.
A clear and defined job description will help you both brief the candidate, and help you and I better score a candidates skill sets. Often, I find that a clearly defined job description (not the advert) will provide clearer guidance to the candidate, and we can compare areas of strength and areas weakness or surplus to requirements. Furthermore, a clearly defined job description often helps both pre- and post-recruitment i.e.
Advertising positions internally benefits a company two fold – it offers opportunity to staff who want change and you may be able to tap into a referral network (i.e. friends and associates of employees). Did you know? By offering an incentive such a bonus, staff will go out of their way to promote the vacancy within their own wider network. It really does work.
Exit interviews are a fantastic opportunity to gain insight into what is right within the job or company (or even management) and what may need addressing. The interview is best conducted by someone who is impartial. This intelligence should be used to consider how best to develop the culture of the company and to address any problems that may exist.
When a skilled member of the team leaves, natural to want more of the same, or even better. But how long should you wait for the perfect candidate? What’s more, will the perfect candidate find value moving in a like for like role? Often, the perfect candidate is someone who will grow into the position and develop skills over time. Consider what are the essentials you need from an applicant and culture fit. These can often outweigh waiting for an exact match.
Interviews should follow a standard procedure and format. Ideally 30 minutes minimum for junior positions and 45mins to 1 hour plus for more experience roles. Having a set format will reap rewards. We have a whole section on “getting the more out of an interview” here.
Good quality candidates are attracted to good quality businesses, and employers need to consider what will entice someone to join their business. Knowing your point of difference will help manage expectations and will sway the right candidate. There are many variables here (not just the brand name or end product/service). Team environment, support, work/life balance, study…the options are endless. But never over promise and under deliver.