4 tips for avoiding a recruitment error and hiring the right candidate
According to Assess Manager, 1 in 3 permanent hires do not stay on the job for more than a year. HR managers therefore have an important role to play if they want to find the right candidate, limit additional internal and external recruitment costs and recruit the right person.
Follow our comprehensive guide to stop making these mistakes!
Recruitment error: definition
A recruitment failure occurs when a candidate is hired by a company but leaves within 12 months of being hired, whether or not the candidate is still on probation.
What are the consequences of poor recruitment?
When the wrong method is used, a recruitment campaign can have disastrous consequences, as well as wasting your time. But first, what exactly is a recruitment error?
Lost costs
The first person to be affected by a recruitment error is ... your wallet. Expenditure on the resources used for recruitment, the channel used to distribute your job offers, the employee's remuneration during their period with the company, the departure of an employee ... and the list goes on.
Reduced productivity
It's highly likely that your company's productivity will suffer. A work colleague who is slow, not very skilful and unable to carry out their daily tasks is as much a problem for your company as it is for your teams. In the long term, it's not only the working environment that will become worrying, but also your figures.
Negative brand image
As you and we both know, your customers are masters of the art of judgement. The slightest mistake will earn you a bad comment on social networks.
So what's worse than a colleague who tarnishes your company's brand image?
As well as being a burden on your team and its activities, their lack of competence or outrageous behaviour will not go unnoticed by your customers. By accumulating this type of candidate in your company, you are 100% certain to fail. What's more, your employer brand is considerably affected.
👉 Nothing should be left to chance: you must also, ensure an optimal, memorable and positive candidate experience for your candidates and future employees in order to foster their satisfaction throughout the recruitment process.
💡 It's not for nothing that 67% of candidates would accept a lower salary if the company had a good online image.
What can you do to avoid recruitment mistakes?
Take your time
We all know that you want to move fast.
However, rushing can lead you to make the wrong choices, such as recruiting the worst candidate of the year and having to put up with them every day at work. Our steps may seem tedious, but they're actually very simple to follow and you're sure to avoid wasting any more time.
- Draw up a detailed and comprehensive job description for your recruitment campaign,
- Carefully study the profile of candidates during an interview,
- Contact your candidate's former employers,
- Research on social networks.
If you're short of time, you can also use recruitment software (ATS) on our dedicated page.
Use your colleagues' network
Your teams within your company are in the best position to judge a candidate's skills thanks to their experience. With their network, it's easier for them to contact potential candidates whom they think are capable of meeting the needs of a position.
As an added bonus, your company's employees feel valued because their opinions are taken into account in the recruitment process. By bringing in a new point of view, this can even shed light on things you hadn't thought of.
Encourage soft skills
In 2021, soft skills are far more important than hard skills. When you make a job offer, candidates often have the same skills and the same qualifications, but how can you tell the difference between a good candidate and a bad one? Their cross-disciplinary skills or personal qualities.
Here are a few examples:
Working with a candidate who has a special human quality or skill is essential for a positive working environment, and adds considerable value to their CV, so you can feel confident in your recruitment decision.
Taking care of the induction phase
The phase that precedes the recruitment of the candidate should not be neglected, quite the contrary. A colleague who is listened to, well integrated and welcomed by his company is a person who is all the more motivated to succeed in his job and to give a good brand image. In short, give them reasons to stay with your company, and they will repay you with hard work!
According to the Acerta study, 62% of employees who undergo an induction process when they join a company achieve the tasks set within the year, compared with 17% who do not.
Here are a few ideas:
- Give your new colleague a complete tour of the company and all its departments,
- Organise a meeting with all the managers and members of the company over lunch, for example,
- Create special events or send out rewards when an objective is achieved,
- Encourage dialogue by setting up a Daily Scrum and appointing a Scrum Master,
- Provide employees with a welcome booklet.
What advice would you give to a recruiter? Tell us in the comments!