4 tips to avoid recruitment mistakes and hire the right candidate
According to Assess Manager, 1 in 3 permanent hires do not stay on the job for more than a year. HR managers therefore have an important role to play if they want to find the right candidate, limit additional internal and external recruitment costs and recruit the right person.
Follow our comprehensive guide to stop making these mistakes!
Recruitment error: definition
A recruitment failure occurs when a candidate is hired by a company, but leaves within 12 months of being hired, whether or not the candidate is still on probation.
What are the consequences of poor recruitment?
When the wrong method is adopted, a recruitment campaign can have disastrous consequences, in addition to wasting your time. But first, what exactly is a recruitment error?
Lost costs
The first to be affected by a recruitment error is ... your wallet. Expenditure on the resources used for recruitment, the channel used to distribute your job offers, the employee's remuneration during his or her time with the company, the departure of an employee ... and the list goes on.
Reduced productivity
Your company's productivity is likely to suffer. A slow, unskilled colleague who can't cope with daily tasks is as much a problem for your company as it is for your teams. In the long term, it's not only the working environment that will become worrying, but also your bottom line.
Negative brand image
As you and we both know, your customers are masters of the art of judgment. The slightest mistake will earn you a bad comment on social networks.
So what's worse than a colleague who tarnishes your company's image?
In addition to being a burden on your team and its activities, his or her lack of competence or outrageous behavior won't go unnoticed by your customers. If you accumulate this kind of candidate in your company, you're 100% sure to fail. What's more, your employer brand is considerably affected.
👉 Nothing should be left to chance: you also need to ensure an optimal, memorable and positive candidate experience for your candidates and future employees to foster their satisfaction throughout the recruitment process.
💡 It's not for nothing that 67% of candidates would accept a lower salary if the company had a good online image.
What can you do to avoid recruitment errors?
Take your time
We all know you want to move fast.
However, rushing can lead you to make the wrong choices, such as recruiting the worst candidate of the year and having to put up with him or her every day at work. Our steps may seem tedious, but they're actually very simple to follow, and you're sure to avoid wasting any more time.
- Draw up a detailed and comprehensive offer sheet for your recruitment campaign,
- Carefully study candidates' profiles during interviews,
- Contact your candidate's former employers,
- Research on social networks.
If you're short of time, you can also use recruitment software (ATS) on our dedicated page.
Use your colleagues' network
Your teams within your company are in the best position to judge a candidate's competence thanks to their experience. With their network, it's easier for them to contact potential candidates whom they think are capable of meeting the needs of a position.
As an added bonus, your company's employees feel valued, since their opinions are taken into account in the recruitment process. By bringing a fresh perspective to the table, it may even shed light on elements you hadn't considered.
Encourage soft skills
In 2021, soft skills are far more important than hard skills. When you make a job offer, candidates often have the same skills and the same diplomas, but how can you tell the difference between a good candidate and a bad one? Cross-disciplinary skills or personal qualities.
Here are a few examples:
Working with a candidate endowed with a human quality or a special skill is necessary for a positive working environment, and adds considerable value to his or her CV, making you more confident in your choice of recruitment.
Careful integration
The phase that precedes the recruitment of the candidate should not be neglected, quite the contrary. A colleague who is listened to, well-integrated and welcomed by his or her company is a person who is all the more motivated to succeed in his or her job and to give a good brand image. In short, give them reasons to stay with your company, and they'll pay you back with hard work!
According to Acerta's study, 62% of employees who have followed an integration process on joining a company achieve their set missions within a year, compared with 17% who haven't.
Here are a few ideas:
- Give your new colleague a complete tour of the company and all its departments,
- Organize a meeting with all managers and members of the company over lunch, for example,
- Create special events or send out rewards when an objective is reached,
- Encourage dialogue by setting up a Daily Scrum and appointing a Scrum Master,
- Provide employees with a welcome booklet.
What advice would you give to a recruiter? Tell us in the comments!