How Your Recruiting Process is Hurting Your Organization

Professional sports teams like those in the NFL, the MLB or the NBA have what is known as a “Draft Day.” Every team is allotted the opportunity to select players they deem to be the best fit. Some teams make good decisions; others do not.

Businesses operate in a similar fashion. Every business has certain jobs that need filling, and when the time comes for “Draft Day,” HR looks for candidates that are the best fit. But what if you’re looking for the right candidates in all the wrong ways? 

Here, we discuss a few ways your recruiting process may be hurting your organization.

Writing Inaccurate or Vague Job Descriptions

Job descriptions are critical to the recruiting process. So why is it many companies put out inaccurate or vague job descriptions? Most HR reps will tell you they simply don’t have the time.

It’s true crafting detailed, accurate job descriptions takes more time and effort than posting the one you used the last time the position you’re trying to fill (or one similar to it) was open. But look at it this way: Job descriptions help you set clear expectations that may prevent a bad hire, which will save you time later.

Dismissing the Unemployed

When you see gaps on an applicant’s resume, your natural reaction may be to toss that resume aside. After all, there must be a reason he or she is unemployed. Studies show unemployed job hunters receive fewer callbacks than those with current positions, indicating most of your peers do the same.

However, this can lead to you passing up on qualified candidates. Unemployment does not necessarily equate to “bad employee.” Meeting criteria and fitting with company culture is more important than current job status. 

Hiring Too Quickly

When a position needs filling—and it needs filled fast—many HR representatives will fall into the trap of hiring the first candidate they find with the right skills. More often than not, however, there is a better candidate still out there. 

You and your team are under pressure to find the best candidates quickly, but sacrificing the right candidate for speed will likely catch up with you later. Remember that losing an employee after a year means wasting precious time and resources before your investment pays off. If the candidates you’ve found aren’t exactly right, continue looking—even if it means taking more time.

Shrugging Off Job Hoppers

Leaving a job after just a year or two (known as “job hopping”) is a growing trend, especially among younger workers. You want to hire employees who will stay with your organization for years to come, so when you come across job hoppers, you pass them over. However, this can be a mistake.

There are many legitimate reasons people leave their jobs quickly. Perhaps candidates didn’t blend well with previous companies’ cultures, or maybe their previous roles weren’t as challenging or rewarding as they expected. Instead of rejecting job hoppers from the get-go, make a note to ask those who are qualified why they left their previous positions so quickly during the interview process.

Taking an honest look at how you recruit potential candidates and remedying any pervasive behaviors you or your team have can lead to an increase of qualified applicants. Set the right standards, and you’ll be on your way to “drafting” a winning team. 

What other hiring challenges is HR facing? Download “10 Hiring Challenges to Meet by 2015” to find out. 



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