This is a continuation of Can’t Hire Good Candidates? This is why (Part 1).
In this part, we continue with the macro reasons why Employers don’t find good candidates
and focus on recruitment teams.
# 4. Recruitment Team has more Amateurs than Professionals
Let’s face it – Not all who handle the recruitment activities of an organization are competent and excel in it. Why is this factor so important? Because, they are the ones who are going to determine how your company is going to compete and win the war on talent. The approach they take, the mind-set they have, the decisions they make and the ethics they display is paramount.
It goes without a saying – if you want the best people you need the best recruiters. Have you heard of the below business expression?
A class people hire A class people, B class people hire B class people and C class people hire C class people”. This is very true when it comes to recruitment and I can vouch for it
Throught my career, I have seen some amazing HR professionals and leaders who stood as an example of how to recruit, while at the same time, have seen the worst scenarios. I am sure each one of you have personally experienced efficient as well as incompetent recruiters.
Are they experts in recruitment or they just work in recruitment? Are they motivated and have a crystal clear picture of your organizational culture, challenges and the type of people who will be successful? Do they stay on top of the recruitment trends? Are they talent spotters?
What is their personality? Do they genuinely value talents? Do they really like people? Do they have an encouraging approach to people? Are they trained well to interview? Do they have the determination to go the extra mile or take short cuts to fill positions? Are they objective and fair?
As you can see it is highly important to have the best recruitment team in order to get best results.
# 5. Recruitment Team does not Monitor, Measure and implement Feedback
You probably have come across the below quotes.
“We all need people who will give us feedback. That’s how we improve – Bill Gates”
“In the business world, the rear view mirror is always clearer than the windshield – Warren Buffett”
Recruitment touches and involves several partners – HR teams, internal departments, hiring managers, third parties, recruitment partners, candidates, external sources etc. This makes it both complex and time consuming. Unfortunately, it is the nature of recruiting especially for international companies with offices across the globe.
When operating in such complex and subjective environments, bringing objectivity is crucial. Metrics are very valuable and should be used as much as possible. To have a seamless approach, companies need to tie up all the dots together. Every party usually gives feedback to improve the process and simplify things.
As human beings we always want to improve things. Often the hurdle is in not having a system/mechanism to capture and act on it. Also, recruitment teams are hard pressed. As a result, they run from filling one role to another often ignoring the feedback or not having the luxury of time to implement them. As a result, the issues stay the same and cloud the effectiveness
Is there a feedback process for all the involved parties? How is it structured and run? Is it confidential enough for parties to give feedback without hesitation? Who acts on it?
To conclude part 2, the reasons why Employers are not able to hire good candidates are
- The recruitment team does not have the best people in their team
- Failure to measure monitor and implement feedback