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Avoiding the Seven Sins of Recruitment and Selection

It’s often been said that our employees are the backbone of every company and organization. In other words, it’s our employees and their productivity, their innovation and their passion that helps to facilitate success in today’s global economy. Talented employees create opportunities to develop new products or services and/or enter new competitive markets. They are also called upon to fill leadership roles and to build synergistic teams.

Most of the HR Professionals fail to map out each step of the way or to see how each step is interrelated to making a final determination of the most capable of all the candidates presented. Thus, mistakes can be made at any of the recruitment and selection steps resulting in unexpected and unwanted turnover as well as the potential of making a “wrongful hire.”

Let’s take a moment and review some of the elements of a poorly devised recruitment process and the dangers this creates.

1. Failure to target candidate sources – Many organizations falsely believe that simply circulate a job profile and you will get long list of candidates. Frankly, this is a waste of time and energy. You need to target your efforts toward industry sectors where you know there may be candidates with the qualifications you are seeking.

2. Failure to identify organizational selling points – Managers who do their own recruitment often fail to put themselves in the candidate’s shoes. They fail to think about why someone would want to join their organization. If you don’t identify the benefits of joining your organization, and if you can’t inform the candidates of the challenges and potential accomplishments found in a job, you will fail to attract anyone to your opportunity.

3. Failure to stay in touch – The recruitment and selection process takes approximately six to eight weeks. During this time, it is important to stay in touch with the most viable candidates. Failure to do so may demonstrate to the candidates that you lack interest in going the next step. When you finally do get back to the candidate, they may already have selected another employer.

4. Failure to avoid bias in the resume screening process – Unfortunately many people do not submit well written resumes. As a result, many employers become biased when they examine these documents. Some focus too closely on dates, others prejudge a candidate if they find a spelling mistake. Still others become biased when they identify former employers and if there is a bad reputation, they then become biased against the candidate.

5. Failure to conduct an effective phone screen – Conducting a phone screen is not simply a friendly chat and a review of the resume. Without carefully prepared questions and identified selection criteria, the interviewer will pay too much attention to voice and communication. The result will be gaps in information and a failure to make an objective opinion.

6. Failure to conduct an effective in-person interview – Some interviewers make their judgment based on first impression. Thus, shy and introverted candidates are often misjudged because they take longer to develop a relationship. Outgoing candidates who quickly establish common ground often lead interviewers to focus on personality match instead of skills. Be sure to prepare your questions ahead of time, ensure they will be effective in confirming skill sets and then be sure to train all of your interviewers.

7. Failure to conduct an effective reference check – Most interviewers creates a whole new set of questions for their reference check. This also creates gaps in information and does not provide for comparison to the candidate responses. Ask references for confirmation of the different skills the candidate offers.

Failing to implement a rigorous and effective recruitment and selection process often results in hiring the wrong candidate.
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