Six Fatal Flaws That Lead To A Poor Recruitment Process

The recruitment of personnel who will make a real difference to a business is a key process and one that a company should strive to get right. There are six flaws that are frequently encountered in relation to recruitment. This article helps to identify and take steps to eradicate them.

1. Providing an Incomplete Job Specification

It is essential that any description of an advertised post covers core essentials; job title, salary range, primary functions, experience and qualifications required, location and work schedule. Unless effort is put into getting these details right it will be difficult to attract the right candidates for the position.

2. Inadequate CV Assessment

Before starting the process of sifting CVs received it is important to have a clear description of the ideal candidate for the particular position under consideration. A clear strategy for the sifting process will avoid time being wasted.

Being disciplined and endeavouring to only review CVs once will be efficient. However, this requires a ruthless approach to CV analysis. A tick list of qualifications or essential skills is a simple but effective starting point.

Once a shortlist has been compiled a scoring system can be applied with a view to seeing perhaps just the top three candidates in interview.

3. Inappropriate Interview Technique

The perception that an interviewer has not been professional in an interview will give a candidate a negative impression of the organisation. This is then easily propagated through social media and the general reputation of a company can be seriously undermined accordingly.

There is a fine balance to be achieved between ensuring candidates are relaxed but not allowing the interview to become little more than an informal conversation. Setting can be crucially important to getting this right. A comfortable meeting room is probably going to be up to the task, a chat over a latte in Costa Coffee is less likely to generate the desired ambience.

The possibility of interruptions during the interview should be avoided. The recruiter should switch off the mobile and ensure calls cannot be put through.

A candidate should always leave an interview feeling that it has been a positive experience and good about the company. This is irrespective of whether the individual is found to be suitable or not.

4. Absence of Team Involvement in the Process

The benefits of making recruitment a team effort are often overlooked. Contributions from a variety of sources within a department or company will often have the effect of discovering that special candidate who may otherwise have remained below the recruiter’s radar.

5. Unclear Time Frame

Setting a clear timetable for a recruitment process is important. It demonstrates that the organisation is serious about seeing through on the intent to fill a position. Candidates who see the same post being advertised endlessly will conclude that there is a lack of professionalism and vagueness about the approach being taken.

6. Poor Induction

The acceptance of a job offer by a candidate is not the end of the recruitment process. To make the appointment a satisfactory one for both the company and the new member of staff it is essential to follow through with an effective induction procedure. Ensuring a new appointee understands the ethos and objectives of an organisation will avoid inefficiencies and additional costs further down the line.

This post was provided by John on behalf of BCL Legal. BCL Legal are a legal recruitment firm that are based in the United Kingdom. They specialist in providing recruitment services within the law industry.