Do you make THESE mistakes in recruitment?
HR Dept
From universities not probing outlandish claims to governments dismissing security vetting, public life is full of high-profile errors in the recruitment process.
Even when you get it right, recruitment is expensive. From the time you or your managers invest in it, to advertising and recruiter costs (potentially). And then there is the induction and training process while they get up to speed.
But get it wrong, and not only have you paid for all of the above, but you also have to absorb the cost of their shortcomings in whatever form they take, plus going through the whole process again.
We are strong advocates for thinking strategically about recruitment: having a plan and processes in place. If someone leaves suddenly or you land a big contract you’ll still have to be reactive, but you will be better placed for having a process to follow.
With that in mind, here are some common mistakes that companies make. Plus, of course, a better way of doing it.
Not having the right job or person spec
Taking the time to write down exactly what you will require to be done in a role, plus the attributes you are looking for in a candidate will give you a helpful clarity throughout the rest of the hiring process. It will also better assist candidates in self-screening. Be mindful of being too restrictive in your person spec: Do they really need to be a graduate to do the role? Could a slightly more relaxed view encourage a more diverse range of candidates?
Advertising in the wrong places
It is good practice to advertise in at least two places to mix up the kind of candidates you attract. If you are consistently not getting the right calibre of person applying, this could be a good area to review. Don’t forget internal recruitment too.
Failing to screen CVs robustly or fairly
CV screening is a stage where recruitment can fail in a number of ways. From not taking the time to assess them seriously to letting unconscious bias slip in and rejecting a CV – solely on a name for example. Under equality law discrimination risk has already begun. So any decision based on race, sex or another protected characteristic is illegal. Automated software for this process has also been demonstrated to show bias, but you will still be liable, so beware!
Inadequate preparation for job interviews
It is a mistake to assume all the emphasis is on the candidate during a job interview. You are being assessed too. Fail to prepare and a strong candidate may be left unimpressed with your company and choose a rival who looks like a better bet with their career. In another scenario, if you are distracted or don’t have the right questions ready, you may not pick up on red flags that lead to a disastrous recruitment.
Not communicating sufficiently through the application process
Communication is key in so many aspects of life and hiring is no different. From not having the good manners to let people know when they have been unsuccessful, to failing to keep your chosen candidate engaged until the employment starts, it could have subtle or serious ramifications going forwards.
Assessing on the wrong criteria
Going back to that first point about your person and job spec, are you really judging candidates by the right metrics? Could good training make up for a lack of experience? Are you being too swayed by “diversity, equity and inclusion”? Is the personality right for your existing team?
“Borrowing” an employment contract
Even once you have chosen your dream candidate (and they have chosen you) there are still mistakes that you can make. One which we see too frequently is relying on a “borrowed” employment contract.
Traditionally this was simply Googling “employment contract” and changing the name of the business. While an apparent shortcut it can lead to big problems further down the line as clauses the borrowed contract includes may be completely unsuitable to your business. It would leave you on the hook for something you did not want to offer, restrict your options in managing an individual or even jeopardise your chances of selling the business.
More recently, AI-generated contracts can give you similar problems by relying on outdated employment law or laws for another jurisdiction. We can help you draft cost-effective contracts that actually work for your business.
Not having a proper probation period
Again, after the hire is made make sure that you have a proper probation period process in place designed to be completed well within six months (due to the new unfair dismissal rules), and that your managers are trained up in how to administer them effectively. This is your safety net, for if your hiring process has gone wrong.
Help from The HR Dept
Recruitment is not easy but it is essential to a successful business. At The HR Dept, we can help you with everything discussed above to ensure that you and your new hires are set up for success. Contact us today.
