5 Facts That Might be Sabotaging Your Hiring Process

Finding and hiring the perfect people for your team is like constructing a jigsaw puzzle. The more you find the right pieces, from an effective recruitment agency to a structured interview process, the clearer your future becomes.  

Of course, puzzles require a degree of time and patience, and it's not always easy for companies to show these things when they're eager to fill a gap in their organisation. Unfortunately, rushing into the process can mean that you end up making mistakes that not only sabotage your chances of finding the right recruit but also make your overall onboarding experience more frustrating and expensive.  

If you haven't been able to find the right candidate for your team yet, you might need to consider the following facts.  

Fact 1: Vague and Confusing Job Descriptions Don't Attract Talent 

If you don't know how to accurately describe the position you're advertising, then you'll struggle to capture the attention of the perfect professional. Just like an effective CV, specs about a position must be concise, simple, and free of jargon that might go over the heads of people outside of your organisation.  

Start by writing a list of the tasks you want your recruit to accomplish, and the skills they'll need to meet your targets. That way, you'll find it's much easier to track down the employee that's best suited to your needs. 

Fact 2: Time is Important 

Choosing someone new to join your staff can be an overwhelming experience. It's no wonder that some hiring managers rush through the experience, selecting the first person they see with at least some of the right credentials. Unfortunately, hurrying through the process makes it more likely that you'll end up with a team member who just doesn't cut it.  

At the same time, taking too long to make your decision may mean that you try the patience of talent that would be perfect for your business. They may begin looking for opportunities elsewhere, and you lose your chance.  

A great hiring process hinges on your ability to find the right balance between too fast, and too slow. Do your due diligence and ensure you're choosing someone who can really support your company but don't make them wait for too long either!

Fact 3: Bias is More Common Than You Think 

We all like to think of ourselves as open-minded people, but bias still plays a significant part in our modern society. Research consistently proves that the hiring process is often unfair, as employers make decisions based on age, gender, and even race without thinking about what they're doing.  

The good news is that you can take steps to reduce your biases before you start hunting for a new employee. Start by taking an "Awareness training" course to get to the bottom of any prejudices you might be holding onto when you interview possible recruits. Then, when you do start to search for someone to bring to your team, make sure you question any biased thoughts that might enter your mind. 

Even personal preferences can be something you need to watch out for. Make sure you're not selecting someone simply because they support the same football team as you. Choose every person in your staff based on their professional skills, attitude, and ability to perform in a specific role.  

Fact 4: Preparation Counts 

Managers and supervisors in any organisation expect their employees to do plenty of preparation and research before they attend an interview. However, if you want to develop a high-performing team, then you need to be prepared to do some work too. 

Make sure you're ready to assess each applicant thoroughly before they enter the interview room. To help with this:  

• Read through the candidate's CV and make a note of anything you want to ask about in more detail. 

• Bring your job description with you so you can refer to it when determining how appropriate each person's talents are for the role.  

• Keep cultural fit and personality in mind, but remember that you're hiring a professional, not looking for a new friend.  

• Asking trick questions that are intended to trip people up: This just makes respondents feel uncomfortable and awkward, rather than demonstrating their intellect.  

• Being predictable: While some of your queries will be standard like "what kind of employment did you have prior to this?", make each candidate really think about their answer. For instance, tailor each question to the role you're hoping to fill by saying "What did you accomplish in your last position that would be relevant to this position?" 

• Straying into inappropriate territory: Never ask questions that seem discriminatory - this can ruin your brand's reputation.  

First2Recruit, are an owner managed recruitment consultancy providing a full recruitment service including; permanent and FTC positions in Accountancy Practice and Insolvency across the UK

Alternatively, visit www.first2recruit.co.uk or call one of their friendly team on 01722 440 168.