Today’s competitive talent-driven market has prompted organisations to come up with rigorous recruitment practices.

Recruiters are straining to fill key positions and this requires a sophisticated response.The good news is that there are techniques and practices that can be applied. Smart leaders and their recruitment partners are applying these practices and achieving success.

Hiring the right people and developing methods to keep them is essential in today’s competitive labor market.

 

The Era of Recruitment Risks Mitigation

 Organizations today need to recognize the risks involved in the recruitment process. They need to be armed with the right information to make educated decisions when it comes to recruiting top talent. Here are some of the common recruitment risks that organizations face today:

 

  1.     Hiring the wrong person for the job.

This is the most significant risk that an organization may encounter today. A bad hire has the tendency to cost the organization not just its sales and revenue, but also its reputation to its customers. If employee morale is affected, it can spiral into the loss of key members in the company.

  

  1.     Prolonged recruitment process that affects the candidate experience.

In cases when the company is extremely cautious regarding their due diligence, the recruitment process tends to take longer than anticipated. In a competitive talent-driven marketplace, excessive deliberation in hiring candidates may cost you to lose the best ones. As such, lack of communication and candidate engagement during the process may achieve the same result.

 

  1.     Failure to clearly define the job description required to fill the role.

A clear description of the vacant position is the primary starting point that candidates look for in the job. Failure to explicitly define the requirements and expectations for the role often leads to other recruitment risks such as:

  •   Lack of transparency with candidates and internal stakeholders.
  •   Over-reliance on one part of the recruitment process such as interviews and the applicant’s exam.
  •   Inattention or neglect in the screening and vetting of candidates.

 

To avoid the pitfalls of the hiring and selection process, organizations must take proactive steps to mitigate recruitment risks. Here’s how you can do it according to the Corporate Research Forum and Hire Right:

 

  • Establish accountability in your recruitment process.

Any business will be in shambles unless there are transparent processes that can guide their employees and help them operate effectively. Similarly, an organization needs to be able to define its recruitment process clearly.

Everyone should be able to know and identify their role and function in the organization. While recruitment decisions might often be made by a committee, there should be someone responsible for ensuring that all the processes and timelines are met.

 

  •   Think global, act local.

It is necessary for global businesses to keep the company’s core standards consistent both for the recruitment process and the new hires.

However, it is also important to note that every country has its own local culture and traditions. Some degree of local flexibility is also important to help the company and its employees assimilate to the culture and minimize recruitment risks.

 

  •   Get the job description right.

Every vacant position needs to be reviewed by the hiring manager. When vacancies arise, managers need to have the job requirements updated depending on the additional skills necessary to fill in the role.

It is essential to get this right the first time to minimize the risk of employing a bad hire. It could also save time in the recruitment process since there will be a lesser chance of getting poor quality applicants.

 

  •   Learn how to adequately explain and communicate with candidates.

To help foster a greater candidate experience for your applicants, the candidates need to be fully informed about the timelines of the recruitment process. Let them know when you can get back to them and the potential next steps of the recruitment process.

Candidates who tend to feel ignored or unwanted may lose interest in their application. It could also potentially harm your company’s employer brand if they publicize their experience on social media.

 

  •   Invest in training your interviewers properly.

Not a lot of managers can effectively probe applicants during the interview process. Training your recruitment teams in the art of the interview needs to be part of your organization’s development seminars. To ensure that they are getting the right candidates for the vacancy, recruiters should at the very least know the proper line of questioning that needs to be used during the interviews.

 

  •   Be wary of your gut feel and test your candidates thoroughly.

While first impressions and impressive credentials are essential during the selection process, it only paints a partial picture of who the candidate truly is. Testing is also just one part of the hiring process. However, the right tests can also help you discover a candidate’s strengths and weaknesses that might not be apparent at face value.

 

  •   Work on the new hire’s weaknesses.

It’s important to note that there will never be a perfect candidate. Even the best contenders for the role have their weaknesses. Consider working on the candidate’s career development plan upon hiring them. The organization can foster a nurturing environment that will help the candidate build on their strengths and overcome their weaknesses.

 

  •   Good and ethical behavior is as important as skills.

Putting organizational risks into perspective, probing through a candidate’s behavior through testing, reference checks, and background checks is essential. Determining the personality and behavior of a candidate is critical to ensure that they won’t pose a risk once they get onboard. Remember that skills can be honed through time but it’s a lot harder to change a candidate’s behavior.

 

  •   Alignment with culture and work environment. 

In terms of culture and work environment, every organization is different. This is why recruiters need to properly assess the potential cultural fit of the candidate in the organization’s work environment. They need to ensure that the right candidate doesn’t only have the needed skills, but will thrive in their unique work environment and adjust quickly to their company culture. 

For instance, someone who just joined a company with a fast-paced environment and a matrix reporting structure might not be able to perform well because he is accustomed to a different work environment. To help the organization thrive, make sure that the candidates you hire are receptive to adapt to your company’s culture and work environment.

 Let us help you mitigate the risks in your recruitment process

Curran Daly and Associates is a trusted executive recruitment firm based in Vietnam. Our retained executive search solutions can help you navigate the complexities that arise during the recruitment process. Partner with us and learn how our trusted executive search consultants can assist you.

 

 

 

 

References:

10 Tips to Minimise Recruitment Risk – EMEA Blog. (2016). Hireright.com. Retrieved 7 March 2019, from https://www.hireright.com/emea/blog/2016/12/10-tips-to-minimise-recruitment-risk/

Patterson, J., And Others, & Nonprofit Risk Management Center, W. D. (1994). Staff Screening Tool Kit: Keeping the Bad Apples Out of Your Organization. Retrieved from http://search.ebscohost.com.ezproxy.upd.edu.ph/login.aspx?direct=true&db=eric&AN=ED379091&site=ehost-live

Schloss, L. M., & Lahr, J. G. (2008). Watch Your Back: Smart Hiring and Proper Background Checks. Employee Relations Law Journal, 34(3), 46–71. Retrieved from http://search.ebscohost.com.ezproxy.upd.edu.ph/login.aspx?direct=true&db=bsu&AN=35128631&site=ehost-live

 

 

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