Companies in the UK have ineffective recruitment processes that are harming their company image, according to a new report from the Recruitment & Employment Confederation (REC). The report notes that employers are making simple mistakes such as not offering feedback to unsuccessful applicants and not asking successful candidates to comment on the recruitment process.
Mistakes like these are leading to companies receiving negative reviews on job board websites, as well as being criticised by word of mouth and on social media. Over 50% of the 2,000 people who were surveyed said they would share their negative experiences. This in turn could deter potential candidates from making an application to the company mentioned.
Unfortunately, employers aren’t taking note. While 22% of candidates felt communication and feedback was a really important aspect of the recruitment process, only 6% of employers identified it as important. Kevin Green, Chief Executive of the REC, commented that: “Employers and recruiters are at risk of not grasping what is important to candidates when they apply for a job.”
An ineffective recruitment process doesn’t only harm a company’s image, but also their profits and company culture.
With a recent report from Hay Group revealing UK staff turnover rates of over 21% and figures showing that the average cost of replacing an employee to be approximately £30,000, employers need to take note. Ineffective recruitment processes often lead to the hiring of candidates with expectations which are not met by the workplace, and this can cause a higher staff turnover.
A strong recruitment process should start on the right foot with a clear and concise job description. Research shows that inadequate job descriptions are a significant cause of high staff turnover, a result of candidate expectations not being met when they start the new job. These job descriptions then need to be placed on the right platforms to target the right candidates. A combination of print ads, website ads, niche job board listings and social media could be used.
When it comes to inviting candidates to interview, a telephone interview is a good way to screen candidates and narrow down the options for a face-to-face interview. Keep telephone interviews brief, asking only a few essential questions and use this time to gain an idea of the candidate’s character and whether they would fit in well with the company culture.
For candidates that reach the face-to-face interview stage, communication is key. Use the time wisely to ask questions that determine how they would react in tricky situations. Try to work out if the candidate’s values are can be aligned with the company’s values. Avoid generic questions that result in pre-rehearsed answers. Follow up after the interviews with feedback for unsuccessful candidates and act on advice from successful candidates to improve your company’s recruitment process where necessary.
Creating a database to record successful and unsuccessful candidates is a good way to organise the recruitment process. Make a note in the database next to candidates who were unsuccessful this time but could be suitable for positions in the future. This will save on future advertising costs and also allow other departments to search for candidates.
Implement smart recruitment strategies that prioritise good, clear communication and your company will reap the rewards for their hard work.
Article by Ron Stewart, CEO of Jobs4Medical