Recruiting errors – how do you avoid them?

According to a study conducted by Robert Half (recruitment firm), 71% of French HR managers have hired someone who did not completely satisfy their needs: missing required skills, insufficient experience, or lack of motivation.

It’s important to note that recruitment errors can be very costly, so read on for our 7 tips on how to avoid them!

1. Define your recruitment needs at the start of the process

It seems obvious, but that is often where the problem lies. It is essential to ask yourself the right questions about the person you want to recruit.

  • What level of experience do you want?
  • Which skills are mandatory and which are optional?
  • What tools will the candidate have to use and therefore master?
  • What will be their responsibilities?

To ensure you are on the right track, you will need to review the daily life of the future employee (responsibilities, tasks, company rules etc.) and draw up an accurate job description.

 

Often a job advert is too vague or does not correlate to the reality of the position, which leads to an influx of unsuitable applications and reduces the most relevant ones. 

OUR ADVICE: Ask the collaborators of the future employee (line manager, colleagues etc.) about THEIR vision of the ideal candidate, because they are the ones they will have to work with.

2. Value the interview stage

Going to an interview is the first time you get a chance to meet and exchange ideas.

 

Of course, your goal is to validate the suitability of the candidate with your needs, but it is also an opportunity for the candidate to see themselves in your company and in particular, the open position.

 

Note that even if a hire is mainly based on know-how, dismissals are often due to a behavioural problem. Therefore, soft skills are essential to the success, or failure of your future working relationship. Ask what motivates them, what interests them, and what can put them in a stressful or comfortable situation.

OUR ADVICE: when making the final decision, you may need to give preference to a candidate that will be a better team fit but may need to be trained.

3. Be engaging

Give the most authentic image possible of your company, its culture, and its values.

 

Adopt a sales position because in professions or sectors where there’s a real “war for talent”, employers must now consider candidates as customers.

4. Be open

To build a lasting and healthy relationship from the outset, lay your cards on the table with the candidate and give a clear overview of the position, the workload involved, and what is expected of them.

 

Everyone has different desires and expectations; the company and the candidate must be on the same page when it comes to defining the position and their role within the team.

OUR ADVICE: Compensation is one of the topics that needs to be clearly discussed during an interview. An employee who feels cheated will not stay motivated for long and may leave the company quickly.

5. Check, check, check

This candidate’s CV seems to fit your needs perfectly… and yet something is bothering you.

 

Trust your instincts!

 

If it’s a matter of personality, don’t ignore it. It’s a key element of working together and can quickly make the professional relationship a nightmare. Don’t hesitate to ask for someone else’s opinion to ensure you aren’t being biased.

 

Don’t forget to use personality tests and assessments to check behavioural skills as well as technical tests.

 

Remember to verify references with their previous employer, but be careful to stay within the legal framework: no checks without the candidate’s knowledge or that of the current employer. 

OUR ADVICE: choosing your future employee can take time and making the right choice is not easy. Do not rush!

6. Streamline your processes

Involving employees and stakeholders does not mean making the process more cumbersome. Don’t forget that the competition is there. Some candidates see interactivity and responsiveness as a guarantee of quality and commitment on the part of their future employer.

Be efficient but don’t lose sight of the fact that a “good closing” must be efficient and “secure”.

 

7. Don't neglect onboarding.

Once the job offer is jointly signed, don’t think it is over. 

Nothing is yet certain!

 

Keep in mind that 36.1% of permanent contracts are terminated during the first year of employment and 20% in the first 3 months, mostly initiated by the employee.

 

So how do you limit recruitment errors? Ask yourself, and the candidate the right questions, check their references, and do sufficient ground work beforehand. But since we can never be too safe, get a professional recruitment agency to accompany you and let them guide you!

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Bilan professionnel, bilan de compétences, ouplacement

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