1. Your interview process takes too long
One of the biggest frustrations we come up against when placing top talent are companies who have a messy interview process with large gaps between second or third stage interviews. Top talent won’t wait and worse- will get snapped up by your competition fast. A slow or disorganised interview process can appear disrespectful and uncommitted to the role. The top talent pool is a candidate driven market and you need them more than they need you. Therefore, it’s incredibly important that a company hoping to attract the best talent presents itself as a worthwhile and trusted employer. A slow interview process isn’t a good start and the process from C.V to job offer shouldn’t take more than 3 weeks.
2. You hired on skills and not behaviours
Hiring on skills alone is quickly becoming a dated approach to tackling business growth. Nowadays, top employers are reaping the benefits of hiring people based on the right mix of employee behaviours and skills.
3. Not using specialist recruiters
Companies are increasingly seeing the benefits of using specialist recruiters. Specialist recruitment companies are niche recruitment agencies that focus solely on a particular industry. When a recruitment agency operates this way, they are often smaller and have a better information share within the company. Essentially, you aren’t just working with one recruiter, you are tapping into the shared knowledge of them all. Expertise and networking are more prominent and effective within niche companies. As a niche company, they are masters in their field, not a Jack of all trades. Make sure you have at least one specialist recruitment company on your books as big brands often lack the infrastructure and grassroots knowledge to get the best people under your nose.
4. Your hiring brief wasn’t specific enough
One of the most critical aspects of the hiring process is the hiring brief and the job advert. After all, it’s how you introduce your job to market. Yet so many hiring managers glaze over this and only start to focus and raise red flags at the shortlist and interview stage. Don’t presume HR or your recruiter know what you want. Remember, they aren't actively involved in the projects that person will be working on and they don't sit within your team 40 hours a week. A generic brief will get you generic people. If a recruiter or HR gives you someone mediocre, try to consider what you may have missed in your hiring brief that allowed that person to slip through the net. Highlight your red flags and preferences before the job goes live and keep reviewing your hiring brief though out the process.
What hiring disasters have you experienced and how did you overcome them? We'd love to hear about it in the comments feed below!
Catherine Campbell, Client Liaison Manager at Projectus Consulting
Have you heard of Projectus Edge? We recruit with superior recruitment technology for an unrivaled recruitment service. Discover how Projectus Edge adds scientific weight to helping our clients gel their teams and ensure a long-term candidate match, as well as saving them thousands in recruitment costs.
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If you are currently hiring for a role in medical devices, give us a call to explore what options are available for you on 02038000501 or email firstname.lastname@example.org.If you are currently hiring for a role in medical devices, give us a call to explore what options are available for you on 02038000501 or email email@example.com.