Recruitment is a vast subject; it has several areas to be undertaken serious supervision to make successful recruitment. In the recruitment industry, everyone is aware of the consequences of unsuccessful recruitment. Failed recruitment can damage the reputation of a recruiter as well as cause losses to employer companies. On the other hand, it is also seen that many a time employers are not able to hire the right people due to under prepared or misfit candidates. Hence it is better to observe the inaccuracy in the process and rectify them beforehand to avoid recruitment miseries.
The renowned recruiter Mr. William Almonte believes that assessing the recruiting procedure is important to find out solutions accordingly. So let us go through the causes first that might lead to fruitless recruitments.
According to Mr. William Almonte, the first reason of ineffective recruitment lies in its very process of below the belt margin of candidate selection. A recruiter or consultant’s job is to find the perfect match between jobs and candidates. If the potentiality is found in candidates despite some inadequacy, then they should train them properly before sending them to companies. Otherwise, rejection is needed to ensure quality within quantity.
At times the candidates do unnecessary preparations which often lead to futile results. It is the recruiter or consultant’s responsibility to look after their preparations. Instead of making them rehearse and memorize interview questions candidate should be taught to understand the practicality of the job roles.
No matter whichever post is to be filled up, the recruiters should check on the basic spoken and written skills in a job seeker. Especially for sales recruitment, where candidates would have to go through extensive verbal communications regularly, it is important to know the proper diction.
These are few examples of poor recruiting practice and need to be rectified to not make any further blunder as such. So let us get to the solutions for these shortcomings.
A proper business strategy is needed to make the right selection as well as prevent any wrong decisions. This means recruiters have to follow a business plan that will get them fruitful results. Recruiting for junior positions will minimize the risk of negative impact which might develop by recruiting for senior posts.
Assessment is one of the most important aspects to look for in the recruitment process. Making solid business plans will become futile if not extracted the benefit out of it. For which proper recruitment training is needed, to assess the recruitment procedure and accumulate both profit and loss of it.
Find the appropriate candidate
Before making the selection, it is advisable to do an analysis of the candidate’s profile, experience, skills that are required for the job role. However, this could also be done in evaluating past records of successful and failure employees. Thus it will be easier for the recruiters to reach a conclusion as to what type of candidate will meet the requirement.
The above solutions are given in respect of the problem scenarios, other than this there are several ways to avoid recruitment failure.
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