It has never been more important to get a strong return on investment when hiring new workers. Talent is quickly snapped up and there are many industries and sectors that are struggling to fill positions. It is a real issue with negative implications to businesses across the country. While a lot of this is out of the immediate control of employers, there are some things inside the circle of control.
Successful recruitment requires a carefully thought out and managed strategy and it is so much more than posting an advertisement and hoping for the best. Whilst the ‘post and prey’ technique may have delivered some good candidates in the past, that is certainly more luck than good management.
A recruitment strategy is a formalised plan used to identify, attract and select the best talent to fill a vacancy. Whilst most leaders enter the recruitment process with the right intent, some will be so keen to get the position filled; that they fall into bad habits that compromise the quality of the candidate or the outcome. Unfortunately, there is no magic formula for recruitment and each hire deserves a unique and tailored strategy.
The following table outlines 5 of the most common recruitment strategy mistakes:
| 1. Doing a straight 'replace' after resignation |
When an employee resigns, it is common to jump straight into ‘search and replace’ mode. It is important that employers’ step back and review their workforce planning strategy to determine if and how the role will be replaced. Could the role be absorbed by other employees? What can be automated? What role could AI play in making this position more efficient? Is this more aligned to part time hours or a contractor? |
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2. Being too hung up on qualifications and essential criteria |
Going overboard with a long list of requirements can scare off qualified candidates that don’t meet every criterion. An employee’s ability to be agile, learn new processes and demonstrate the right behaviours is far more important than a rigid list of ‘must haves’. |
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3. Not clearly sharing your EVP |
Many employers are not clear about their EVP and what sets them apart from competitors. Not sharing examples about the take up of flexibility or the opportunity to be a part of ground breaking technology is a mistake. Be clear about who you are and importantly who you are not. |
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4. Hiring solely for ‘cultural fit’ |
There is so much focus on a company culture, but it should never be used to make recruitment decisions. Doing so can result in a homogeneous and biased workforce that lacks diversity and innovation. |
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5. Not treating candidates like the most important customer |
Unfortunately, there are still employers that hire with the mindset that they have the ‘power’ and candidates are lucky if they are chosen. This is a mistake as quality candidates understand they have choice and they are not afraid to exercise this when deciding whether or not to accept a position. Employers need to treat candidates like top customers, by providing timely responses and excellent customer service. |
Members can access a comprehensive template outlining an extensive list of recruitment strategy mistakes here.
To avoid these common mistakes, it is important to have a clear, consistent and effective recruitment strategy that aligns with the business goals, values and needs. Employers should also consider data driven recruitment tools to streamline the hiring progress, improve the candidate experience and source the best talent.
There are many ways to improve the recruitment strategy within your business and this approach will depend upon the specific needs and goals. Here are some of those ways:
Your employer brand is the image and reputation of your company as a place to work. It should reflect your values, culture, vision, and benefits. You can use your social media, website, job ads and testimonials to showcase the brand.
Job posts should be clear, concise, and accurate. They should include the main responsibilities, requirements, and expectations of the role, as well as the benefits and perks of working for your company. Consider using keywords that match the skills and qualifications of ideal candidates. It is all about being authentic from the start.
Invest in technology such as an applicant tracking system (ATS) to help manage the process more effectively. Tasks like tracking candidates, applications, scheduling interviews, reporting and communicating will become a breeze.
Skills testing is an effective method for assessing candidates’ abilities and aptitudes for a specific role. It can help to reduce bias, improve the candidate experience and evaluate more effectively.
Talent pipelines are pools of qualified candidates who have expressed interest in working for your company or who have been sourced by your recruiters. They can help you reduce time-to-hire, lower hiring costs, and improve quality of hire. Talent pipelines can be built by nurturing quality relationships with passive candidates, attending network events, employee referrals and creating ‘talent communities’.
The candidate experience is the perception and impression that candidates have of your company and the recruitment process. A negative experience can impact the employer brand, reputation and ability to attract talent. It can be enhanced by providing clear communication, timely and regular updates, constructive feedback and a respectful, smooth process.
Traditionally, recruitment strategies start and finish with what the employer prefers. There is no question that organisations need strategies that fit the purpose, culture and the desired end result; but each one also needs to consider how the candidates would view it. Just as a product is designed with a target customer in mind – successful recruitment strategies understand who the ideal candidate is and then use a tailored approach to find and secure them.
For assistance with your workplace matters, Members of Ai Group can contact us or call our Workplace Advice Line on 1300 55 66 77 for further information. Members can access a comprehensive template outlining an extensive list of recruitment strategy mistakes here. Ai Group offers an extensive range of development through our training programs.
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Georgina is Senior HR Content Editor – Publications at Ai Group. She is an accomplished Human Resource professional with over 25 years of generalist and leadership experience in a broad range of industries including financial services, tourism, travel, government and agriculture. She has successfully advised and partnered with senior leaders to implement people and performance initiatives that align to business strategy. Georgina is committed to utilising her experience to create resources that educate and engage and is passionate about supporting members to optimise an inclusive workforce culture that drives performance.
