It is well known businesses suffer the cost of a bad hire. Being thorough and up to date with current recruitment practices is important in hiring the right candidate and gives a higher level of protection against a bad hire. However, despite bad hires, we ignore our recruitment process and continue to hire the same way.
Efficient & Effective Recruitment
SO, when was the last time you stepped back and examined your recruitment process? What may have worked previously, may not work anymore. Companies are recognising they need to consider smart hiring and ensuring their hiring process is up to date, efficient, saving you both time and money. When hiring process practices get lengthy, redundant or just plain irrelevant, you could be in danger of losing or missing great candidates, but you also need to watch out for the time wasters:
3rd and 4th Round Interviews
It’s a fact, the more senior roles require more in-depth thorough interviews. But when juniors and lower level candidates are coming in for their 3rd, 4th, 5th interview, are you just wasting time? – theirs and yours. Do you really believe it is necessary to conduct so many interviews? Companies sometimes use lengthy interview processes as a tactic to delay hiring, this isn’t really a fair practice when some candidates may be holding out for your job and could miss other opportunities. Understanding what you need in your new recruit is paramount. Companies should know the skills and the person they are looking for before they engage in the recruitment process.
Understandably, it is sometimes necessary for different team members to engage in meeting and interviewing the potential new recruit which may lead to multiple interviews. However, to reduce the number of interviews perhaps consider group interviews. Video interviews could also be useful, enabling you to share them with other members of the hiring team who weren’t able to be present.
Obscure interview questions
Believe it or not, those “out of the box” questions intended to gauge some insight into the persons creative thinking are still commonplace. Get rid of them. Asking someone “how would you cure world hunger” will not get you the right candidate.
Lengthy Recruitment Process
There can be genuine reasons for delayed hiring decisions, but it is important to get a move on! Employers sometimes underestimate the importance of the time to fill. The candidate needs a job, that is why they are in the process and you need to hire, or you wouldn’t be wasting your time. So, make the process efficient and thorough, then make the decision to offer quickly or you will lose good candidates who are actively on the job market, thereby risking having to spend even more time going through another recruitment drive. If you’ve found a good candidate, remember good candidates don’t last on the market long.
The number of companies who do not conduct reference checks is astonishing. Yes, they are time consuming but so is hiring the wrong person! References should really come from the persons direct line manager and not from colleagues. Personal references are a no go too, how can a person’s neighbour, friend or relative comment on a person’s work performance? If you’re making the effort to make the calls and ask the questions you need to confirm to make sure you have the right fit, make it worth your time. If you are using a recruitment company for your new hire, enquire about their due diligence and level of reference checks.
Candidates always know their worth – even in the current COVID climate, don’t think they won’t go elsewhere if you waste their time or under value them.
Streamlining your hiring process is the starting point to better recruitment.