A recent report published by the Recruitment & Employment Confederation (REC) found that 85% of decision makers admit to having made a bad hire. 1 in 5 of these also confessed that they don’t know how much bad hires cost their company.
There’s a widespread feeling that recruitment processes are becoming drawn out and for some, a chore. Who really wants to spend their days conducting Beer Tests or rehiring for the same position, over and over?
Recruiting is coming under the spotlight more than ever before.
Our workforce is fragile – with a severe talent shortage predicted for the UK post-Brexit. In fact, research by Deloitte found that almost 50% of the EU’s top talent is considering emigrating in coming years.
So what’s the solution? How can we protect our teams and organisations from the changes that many believe are just around the corner? Recruiters and decision makers need to take a step back and consider a more long-term approach to hiring. Companies need to invest more time and money in supporting their already over-stretched HR departments, so that they can embrace modern recruitment assessment methods and face job industry change head on.
5 Important things to consider when making your next hire…
- Unconscious bias. When you meet a potential candidate, it’s likely that you will make a decision on them within the first few moments. And this is usually down to unconscious bias. Perhaps you’re inclined to hire people like yourself? In today’s competitive market, hiring similar people won’t bring the perspective needed to innovate, re-evaluate, question…
Instead, hiring someone better than yourself could allow you to learn, develop your skills, or focus on different aspects of the business. Unconscious bias could make you miss out on a huge pool of talent. I often help clients to open up this pool of talent by using blind recruitment. This involves hiding candidates’ backgrounds and names from the assessors and asking only forward-looking questions. Could blind recruitment help you to see past unconscious bias?
- Try to hire for potential, not a skills checklist. Most skills can be taught and learned. Hire candidates who fit the team ethos and have the potential to learn the skills you need, rather than those who already have them and end up being bad hires. You can’t teach someone to get on with people or fit in! Invest in training rather than dismissing candidates who could be a valuable addition to your team.
- Embrace the demand for flexible working. We took a look at this recently in our blog ‘The Future of our Workforce’. The UK workforce is changing and so are their demands and desires! As we turn towards a more freelance and gig-based economy, the call for flexible working hours is increasing. Is this something your organisation is embracing and offering? Or are you missing out on top talent by refusing to divert from the usual 9-5?
- Interviewing technique is key. The REC Report stated that 4 in 10 employers believe the interviewing techniques of their staff could be better. And it’s no surprise. Interviewing a potential candidate is the most important stage of recruitment and can help you avoid making bad hires. What is that candidate saying, and what are they not saying? Can you draw out and decipher their true motivations and find out what really makes them tick? This is where the LAB Profile (behavioural profiling) steps in! It allows you to understand and predict a candidate’s behaviour, simply by interpreting what they’re saying. Remember, how they’re saying things is just as important as what they’re saying!
- How well do you know yourself and your organisation? Most bad hires happen because the job description isn’t right from the outset. Often, companies advertise for a candidate that they aren’t actually looking for! Is there any value in recruiting a candidate who is ‘able to work well in a team’ when your organisation actually rewards people individually? A cultural assessment could help to dig out those tacit assumptions that are going on in your organisation. It’s better to unearth your real company culture and consequently have the knowledge to hire someone who will actually fit in and stay motivated and engaged.
Next time you are recruiting, consider these 5 key points and ensure that you don’t rush into making a bad hire. Bad hires cost time and money, as well as damaging team morale. Don’t get stuck in a bad hiring cycle!
If you would like to find out more about any of the recruiting techniques I have mentioned in this article, please feel free to drop me an email or pick up the phone (01223 659988).