Are you thinking to yourself, what is wrong with our recruiting process? Why does it take so long and how are we not receiving any positive feedback? You’re not alone. Hiring managers are constantly looking for that perfect candidate for their company, which means sometimes they are trying so hard that they are looking in all the wrong ways, which could end up tremendously hurting your organization.
Here are five reasons why your recruiting process may be hurting your organization:
1. Poorly Written Job Descriptions
Job descriptions are the first thing that job seekers will review when examining a potential position. The job description should be up to date and clearly explain the open position. Seekers will want to know what they are getting into right away. Job descriptions should include keywords, location tags and detailed information regarding the position and requirements.
2. Shrugging off Job Hoppers
Employees who leave their jobs after a year or two are known as ‘job hoppers.’ Yes, your first thought is to hire candidates who have a reputation for staying at their company longer than most because they will most likely stay at your company for years to come. There are many different reasons why people leave their jobs quickly. They could have not liked their previous job or they did not feel challenged enough with their previous role. Don’t immediately put their resume into the ‘no’ pile. The individual could be looking for a more satisfying and rewarding job and your company could be just the place for them!
3. Gut over Science
Don’t rely on instinct or a gut feeling when it comes to hiring a potential candidate. Yes, the candidate’s resume may lay out all the skills in the world and the appropriate experience for the job but that is just on paper. It is important to determine if their skills and experiences translate into the culture of the workplace. Try using a hiring platform to help establish the right candidate for the job. The Hireology hiring platform allows hiring managers and HR professionals to use predictive analytics to screen candidates before, during, and after an interview.
4. Ignoring the Unemployed
It’s natural to toss a resume aside when you see that they have a gap within their work experience. Don’t jump to conclusions right away! Just because they are unemployed does not mean they were or are bad employees. Maybe they didn’t fit in with the company’s culture? Or they weren’t getting the type of praise they deserved? Dig a little deeper and try to figure out why they did leave their previous job. A candidate could have some hidden talents that aren’t listed on their resume. Meeting expectations and fitting with the company culture may be more important than a person’s current employment status.
5. Hiring Too Quickly
Hiring managers will start to feel the pressure to hire the first candidate they lay their eyes on because the position needs filled ASAP. Don’t let that happen. Don’t rush the process and pick the first one just because they have the skills and qualifications necessary for the position means they are the perfect candidate. There are many other candidates out there who are more likely to be a better candidate for your company. You don’t want to take the risk of losing an employee after a few months because they were not the right candidate for the position. Hiring the right candidate will save you time and money.
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