‘Broken recruitment leads to bad hiring decisions. Bad hiring decisions result in lower engagement and reduced productivity.
In recent times, exacerbated by the pandemic, there have been issues around talent identification, shortlisting, selection and onboarding.
In a recent study, research shows that 57% of people hired in the last 12 months have not been functioning at optimal capacity, while 27% are non-functional. This performance gap leads to a high staff turnover rate.
Considering the attendant recruitment cost, you’d agree that it’s not a fun activity that organisations love to engage in repeatedly.
Speaking to my friend Yemi who owns an ICT firm, he said: ” it’s not like I enjoy writing job descriptions every month, and I certainly do not look forward to sorting CVs or the long hours of interviews; I just can’t seem to find the right man for the job”.
You might be experiencing a similar challenge in your company or have friends who are facing the same plight. And you want to know WHY?
Why is it hard to find and keep the right employees?
Simply put, your recruitment process is broken, and it requires fixing.
How and what do I mean?
The old way of hiring isn’t working anymore. Recruiters are saddled with finding talents that can deliver but lack the means of quickly and reliably assessing the candidates. They stick to the traditional roles based CV which only serves to tell us what a candidate has done in the past and not much about their potentials and what they can offer to your company.
You need to streamline your hiring process.
Let go of outdated procedures and embrace efficient and cost-effective means of recruiting and retaining the best talents in the field.
Here are some reasons why your recruitment process is broken.
1: Complicated and elongated processes (31%)
Prolonged and complicated hiring processes may lead to losing talents to competitors. Some employers adopt time-consuming hiring processes without proper cost-benefit analysis.
Job seekers complain of being asked to fill out ridiculously long questionnaires, made to participate in multiple pre-employment tests, as much as two months between first and second interview, and some being told to work for free for a certain number of days to test their ability before a decision can be made whether to hire or not.
As a recruiter, there is a need to treat candidates like customers by creating a fast yet effective and desirable candidate process.
2: Failure to test for culture and role fit (31%)
In a recent survey, recruiters stated that ‘poor fit between candidate and role’ and ‘poor fit between candidate and culture’ are the two top reasons why a greater percentage of hires aren’t working out.
The fundamental question here is: does their attitude align with the core values of the Organisation? Do they possess similar principles and beliefs central to the Organisation?
Sometimes, recruiters focus on finding the candidate who ‘fits best on paper’. Hence, pushing out a plain job description that does not provide details of core values of the Organisation, thereby attracting candidates who know nothing about what it entails to be in such a work environment. Also, the interview process may fail to introduce questions bordering on culture and fit. This gap leads to hiring skilled people that may not fit into your system.
3: Lack of transparency (30%)
Another indicator of an ineffective recruitment process is the lack of transparency associated with the whole process. Many companies are guilty of keeping potential candidates in the dark about the progression of interviews, the type of tests to be given and fail to share the necessary feedback.
There are cases where companies ask job seekers to prepare a marketing plan for their new product range as part of the criteria to attend the interview. But for the most part, they use these ‘special tasks’ to get tasks completed, thereby ripping off candidates’ ideas without offering them the job.
The lack of transparency leads to a negative brand impression, subsequently, dispel potential talents. Also, disclosing the remuneration, especially when it may be below the industry range, may help candidates decide if they want to go through the hiring process.
4: Over-reliance on personal instinct or knowledge (29%)
Most recruiters do not know much about the jobs they’re recruiting for. About 77% of recruiters introduce personal biases into a candidate’s performance rating.
Most especially when sorting CVs, recruiters tend to look out for qualities similar to theirs and other relatively irrelevant information like the type of university attended or state of origin. The lack of standard hiring metrics leads to a lack of diversity in the workplace, with too many employees sounding and thinking the same.
Finding the best talents requires recruiters to focus on people’s skills, experience and culture fit.
Embracing E-recruitment: A Better and Efficient recruitment process
Many companies have processes for keeping track of their expenses but pay little attention to their hiring processes. They tend to avoid costs associated with a proper recruitment process. However, fail to realise the massive negative impact of a hiring mistake. On average, poor recruitment choices cost 15× an employee’s basic salary in hard costs and productivity.
Looking at these, you should see reasons why you need to effect changes to your hiring process to ensure that you not only attract but retain the best of talents.
To get started, you need to start documenting your current hiring and interviewing process. Writing it down on paper will provide clarity and point you to areas that require improvement.
When re-examining your hiring process, here are some strategies to help you recruit faster:
● Automate some recruitment tasks. The availability of AI-powered recruiting technologies has helped HR managers to focus only on the responsibilities that require a human touch while automating routine tasks. Recruiters on MyJobMag enjoy automated job ad improvement, sorting of CVs and candidate shortlisting.
● Expand your recruitment reach. As a recruiter, you need to be where your potential candidates are, whether Facebook, Twitter or LinkedIn, so you can connect and engage with them on a personal level. MyJobMag is a go-to platform where you can actively connect with the best talents available. You may also look beyond your location for remote roles.
● Upskill your team and hire internally. Lastly, you can organise training for your current employees, to improve their existing skills or acquire new skills that are beneficial to the company. We at MyJobMag offer to consult, helping you decide what areas you need to improve on. We also develop onboarding and on-the-job training for companies.
Why should you consider recruiting with MyJobMag?
There’s no denying that recruitment is inefficient in many organisations. That’s why at MyJobMag, we are committed to fixing it with a variety of flexible recruitment services, ranging from HR advisory services, job ad postings, job description improvement, shortlisting of candidates to training and development.
We adopt machine learning to process the high volume of data necessary to predict candidate suitability.
We achieve this by measuring the candidate’s ability, aptitude, soft skills and culture fit. Your responsibility as a recruiter is to provide us with unbiased data about your company and role.
You can learn more about our services or schedule a consultation with our team of professionals.