Author: Maciej Michalewski – Country Manager for Poland
In a race and overload of duties, it is easier to take shortcuts. However, recruitment errors can be very costly.
How to avoid them?
Missing or incorrectly prepared a job description
Correct preparation of the job description for which we are looking for candidates is crucial. If we do not know what specific tasks an employee is to perform, we will not know what competencies or qualifications we should require from candidates. It is worth writing down all the critical functions in detail and considering what skills they need. In this way, we will create two fundamental elements of the job description: responsibilities and requirements.
Next, you need to verify what financial and non-financial expectations the relevant candidates may have. We can do it by analyzing publicly available payroll reports and job ads.
Key takeaway: the lack of a properly prepared job description is a high risk of failure in the recruitment process. It may result in hiring a person who will not perform the tasks needed by the employer.
An incorrectly prepared recruitment advertisement
As mentioned above, the fundamental elements of the job description are the scope of duties, required competencies or qualifications, and the offer. These elements also constitute the essential content of the recruitment advertisement. So, since we have prepared a job description, the recruitment advertisement is almost ready. Here, however, you can also make recruitment mistakes.
We mentioned that the job ad is almost ready. Almost, because before publishing a job ad, it is necessary to verify whether we want to make public all the job description details.
The job ad’s detail level should not be too high as it may unnecessarily overwhelm candidates. In the first contact with the candidate, the published job advertisement, there is no need to inform who exactly the employee will reports to, how often, and in what form, or the rules for paying the commission. Such information helps create a job description. However, it is too detailed and sometimes sensitive to constitute the content of a public job advertisement.
Key takeaway: include all the most essential duties and requirements in the recruitment advertisement. The lack of this information increases the risk of unsuccessful recruitment as the recruitment process will consist of candidates who do not match the job description.
Asking inappropriate questions during the interview
Interview with the candidate is a crucial stage in the recruitment process. The incorrectly conducted interview will not verify whether the candidate meets the requirements specified in the job description.
How to prepare for a job interview?
A simple recipe for preparing the right application questions is to go through the entire job description and create questions for each item in that job description.
If the position requires the supervisor’s calendar to be kept ongoing, let us ask if the candidate uses the calendar and how. Let us also present a hypothetical list of tasks that the candidate should arrange in the calendar according to the priorities proposed by himself.
If we expect the candidate to have sales experience and achieve sales results, then let’s ask about what he sold, how he sold, with what results, and with the use of what tools. Let’s go into details and ask how many meetings he had daily or weekly, what sales channels were most effective, the biggest challenges in closing the sales, and what the candidate did to deal with this challenge.
Key takeaway: good preparation for the interview will allow you to verify the candidate’s suitability better. It will also enable the candidate to understand better what we expect from him at work.
Selling of a job offer
With the high demand for talents, acquiring the best candidates is a challenge. Getting a perfect candidate is particularly difficult. It is worth remembering when starting the recruitment process and making it attractive for candidates.
How to make a recruitment process attractive for candidates?
First of all – try to make your job offer attractive. Make a list of advantages of working in your company and put that list in the job offer.
Secondly – when talking to a candidate, remember to use the language of benefits when introducing yourself and your own company. It is not only the candidate who should make a good impression. If we do not make a good impression on the candidate ourselves, we risk not accepting our offer. Let’s emphasize the strengths of our organization and our job offer.
Key takeaway: if we don’t sell our job well, the candidate will choose another one.
The too-long recruitment process
The long duration of the recruitment process is one of the key factors contributing to the loss of candidates. Remember that the candidate usually takes part in several recruitment processes at the same time. The employer who submits an attractive job offer faster significantly increases the probability that the candidate will choose his offer without waiting for another.
Naturally, the recruitment process is not a race for a job offer submitted as soon as possible. Even if the process consists of many stages, we should plan the process so that the individual stages are not separated by more than a few or a dozen days.
It helps a lot if the candidate receives an accurate schedule for this process. In such a case, even a more extended break between the stages will not be a disappointing surprise for the candidate.
Key takeaway: plan the recruitment process. Do it so that it takes the shortest possible time and inform candidates about the schedule for this process.
Lack of contact with candidates
One of the most common problems in recruitment processes reported by candidates is the lack of contact after applying. This problem has several negative consequences for the employer.
Lack of ongoing contact with the candidate may result in the candidate’s conclusion that his application has not been accepted. Thus, without waiting for this contact, he can take another job offer.
Lack of contact with the candidate also negatively affects the employer’s brand. It, in turn, may translate into a smaller number of applicants in the future.
On the contrary, efficient contact with a candidate means a better candidate experience and a positive impact on the employer’s brand. It, in turn, may increase the number and quality of candidates.
Key takeaway: keep in touch with candidates. It just pays off! Using a good ATS can help you with this task.
Recruitment errors hurt the entire company.
Recruitment errors echo throughout the company. Poorly matched candidates do not create value for the organization. So let’s do everything possible to avoid them. Even if it takes a little more effort – it just pays off.