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When Recruitment Goes Wrong

Md. Kadimul Hoque Shafin

25 April, 2019 12:00 AM printer

When Recruitment Goes Wrong

Recruitment is one of the important elements of staffing. What makes it important is that if this initial phase of the staffing procedure goes wrong, it will have an impact on the overall growth of the organization. Here are a few consequences that an organization will have to face if the recruitment goes wrong:

Waste of time: As recruitment is a lengthy process with all the steps involved in it, if the recruitment system fails to attract or bring potential candidates to the organization, then the whole process will be a complete waste of time. To overcome such problem, managers should be informed about the vacancies well ahead of time so that they can start the recruitment process on time, prepare job descriptions and circulate job advertisements on appropriate platforms to fill up the vacant position. And in case of urgent recruitment where time might be an issue, managers should utilize that limited time with proper care and intelligence.

A threat to the organization’s culture: Every organization has their own set of cultures and practices. Thus, while conducting recruitment activities, employers should keep in mind that identification of only those like-minded candidates who will be able to cope with the organization’s culture is very important. Or else it might create a chaos within the organization in future. Try to understand the candidate and his mindset at the very beginning through psychological tests.

Productivity loss: Sometimes when we hire a wrong person and later get to realize this fact because of his poor performance, we just can’t lay him off directly. Rather training department tries to get him/her back on the track by providing necessary training. Some organizations do not have their own training department. In that case the manager will have to manage time to train that person for a longer period of time. To avoid such problem, while conducting interviews, make sure questions from functional/related areas are asked to understand the level of qualification and functional expertise that the candidate possesses.

Organizational reputation: Employees do represent an organization. They deal with different stakeholders like customers, investors, etc. So if they fail to represent it properly and get involved in conflict with the stakeholders, reputation of the organization will be at stake. In the interview phase, try to figure out the candidate’s attitude, interpersonal skills, and how he/she reacts to different situations.

 

Choosing an over-qualified candidate: It is not a bad idea to have an over-qualified candidate for a position but it’s kind of problematic for a smaller organization to afford them for a longer period of time. Over qualified employees tend to switch more frequently compared to an ordinary employee. This results in increasing employee turnover for the organization. The managers must have some ideas about the company’s budget to skip such problem. If you cannot afford such employees for a longer period of time, do not hire such candidate.

Dissatisfaction among the existing employees: Sometimes, hiring people from outside might create dissatisfaction among employees already working for the organization. They might think they are not being valued by the organization. Sometimes the best candidate is standing right in front of the hiring authority within the organization, but they are overlooked. Instead they should be considered first. It not only speeds up the recruitment process and increases morale of the employees but it also minimizes the recruitment budget to some extent.

Finally, realizing the mistakes by taking the previous recruitment activities into account is an essential part of the recruitment process. This strengthens the recruitment system to some extent. If the employers learn from their previous mistakes and work accordingly for the next recruitment, they will definitely be able to minimize recruitment mistakes.

 

(The writer is working as Assistant HR Manager, Wastechem Group.)

 


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