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Well you can not judge initially that whether the individual or candidate is going to stick with the organization for long-run but the most important thing you need to follow before starting recruitment is to do a Job Analysis of the position for whom you are recruiting. If you are recruiting such candidates which are totally against the position's requirement then it will effect in many ways. First is time consumption, you need to select the candidate during the availability of existing employee who is serving his notice period. Second is right fit for right position in this case experience, skill set, qualification etc number of things matters even the attitude and personality as well which supports the job role.
Basically , hiring the right caliber is like entering a goal in a football match . So , we can simply say that the opposite is losing the game , accordingly facing the sequences to this starting from
1- Time & money :
a- if the company is using an recruitment company then they have lost money regardless of the deal we all know with recruitment agencies to fill back this position per the contract ( not our subject) .
b- time to fill , an organization has a Head Count plan in advance which should be fulfilled accordingly , so if the they didn't meet this target for wrong selection then you can imagine the effects on the business specially it is one of the critical ones.
c- also , company is sending the new candidate to failure , Recruiter , Hiring Manager have to take this in a very serous way cause if your judgement wasn't successful you will affect your work , your company , & and employee who will leave his current working place to join the new firm who will fire him most probably in the probation period .
Recruitment is a topic that you can not stop talking and always has deeper views ,So , lets talk about it later in another time.
Thanks for giving myself the chance to participate :)
When you are looking for quality people, you need to start with an effective recruitment process.
If you build a recruitment process that is too difficult, you will loose people.
If you build a simplistic recruitment process, you will be inundated with applicants and waste a lot of time. Else it is a BAD RECRUITMENT.
Therefore, you need to find the balance of firmness and ease in your recruitment process. In this post we are going to give you some real examples of bad recruitment processes, without mentioning the companies name as that would just be embarrassing, and then a solution to fix them.
for example:
if you are Looking for a Receptionist role.
The current Situation Process: A well known Real Estate group is looking for a receptionist for one of their inner City offices. Their recruitment process is simple. You need to provide us with 1 month of time for free.
Problem
· Imagine assessing 6 people, all whom agree to 1 month of free trial. That is 6 months of free labour.
· More to the point, who would wait for 6 months before a decision.
· For some reason they can’t find people.
Solution
· Who ever came up with this should be removed
· They can still use a trail period but make it a day or two which they get compensated for
Think carefully about your recruitment process, and think carefully about the person who is building them. If they [the person] are exaggerating their capability you could very well create more problems due to an unsuitable recruitment process.
By this way Bad recruitment can be avoided.
Right person for right job.
There would be much data online but I would explain in my own simple words.
When a recruiter mistakenly choose an unspecified candidate or HR do not evaluate job properly then a bad hire comes in. It cost directly in salary and benefits, while mistakes and cultural issues raised by that employee is indirect cost for an organization.
We need to better understand gap for new role and then we have to make better match for that job.
Hope it will be helpful.
Muhammad Abdullah
Does providing less information about the future work is an aspect we must see when we speak about Bad Recruitment? And how far you do you think that empty promises made during recruitment enhance the factor?
Hi and thanks for asking me
Bad recruitment is like bad company, it will always have a bad future consiquences and side effects.
Many companies in the arab region do not recruit candidates in the right method, so
they just pretend or assume that they are doing the right way.
currently what is going on is a total failure in all terms because the recruitment system is not fulfiling the full vision of the company..meaning..
i will give you an example...
when a chain of restaurants are seeking staff, they create an add then they start to look at people
but what they do is from scratch to end wrong and evidence is still here live, businesses are suffering from unqualified labour and huge turn over.
okay.. the reasons
1) when companies recruit, they tend to fill the gap of their labor force
and the rest they take based on a theoretical interview paired with a no knowledge of how to seek potential people rather than looking at a resume.
2) Many companies are seeking quality people but their system is a total chaos with really horrible
benefit scheme and wages couppled with a very bad treatment of labor in all aspects.
so how you seek good staff if you yourself cant provide a proper system for them to work with ?
3) The purpose of recruitment was never to find the perfect candidate because you are asking like a perfect marriage, it simply doesn't exist. As matter of fact this is the biggest mistake business today are doing, seeking the perfect candidate.. you be asking how come?
think of it like this... the real modern recruitment today focuses on the potential of an individual paired with his/her ability and other hidden hobbies and skills that can actually give the company that extra wow factor they seek.
i will explain
lets say wwe will devide the job market into the following
a) Creativity job market segment - ( that which holds all kind of jobs that require a creative mind like - hospitality, marketing, arts, entertainment, electronics, car manufacturing, civil engineering, programing...
b) Critical thinking job market segment - ( that which hold all kind of jobs that require a person with a fast critical thinking decision maker like - ( hospital jobs all fields, finance, public services, lawyers, customer service, energy, schools, pharma companies, TV and media, science
c) General labor market segment - ( that which hold all kind of jobs related to general labor with no entry requierments with as little skills needed as much as it requiers a lot of stamina and energy
Now when you recruit for a person, you first need to establish your company system, past and future, by highlighting every aspect of the business labor requierments, and what will you offer them in return for a promissing future with no slavery attitude but a full support and true investment in people, at same time you dictate your terms and conditions but real working ones not just laws from books...
the person who will work for you must feel secure and in good hands to be able to ask from him your rights, in short.... give him/her no excuse so that you can be regarded as a good place to work and develop, you could also set programs with the government to help support the labor force into learning and further education in return for further benefits from government like tax reduction and so on.
i have created a recruitment system that is already taking place in Europe perfectly
called the five point system, it is based on actual scientific methods to have the best in an individual
from the first meeting to the test to the final decision
it would give me a very good insight into the actual net worth of the individual i hire
beside when hiring look into the people potential first, then their habits and mental capacity, then look into their skills followed by their knowledge of the trade then finally, test them for a day or hour, even ask them technical questions with a smart answer and see how will they answer them.
for example i will give you a question i was asked once a long time ago
i was applying for food and beverage manager and was asked if the operation percentage should be
35% i answered that it depends largely on several factors but no, it should not be 35 always it can be less it can be more depending how the business regards their strategy.
another guy answered that it is prefered to be close or stable at 35%
i got the job he was denied the role.
another question was weird, i was asked by a finance director what are the color of his shoes?
then suddenly what color is the wall behind you without looking?
the reason he asked is that i said that i have strong eye on details so he was testing how strong it is..
conclusion
You must understand the target of your company first
then establish a system for present and future as to how the whole labor force will
be delt with in all terms
then create a fair labor environment where the employee feels he/she will be given his/her rights in return for quality hard work.
bad recruitment is due to bad company system, there is rarely a bad employee, but there is a bad manager or system....
When the recruitment has been done without proper checking of required qualifications, skills and experience of the candidate as required for the position, it is a bad recruitment.
If someone is recruited for a position for which he/she is not fit, he/she will not be able to deliver the results as required. The will result a serious mismanagement and a great loss of corporate resources.
BASIC PRINCIPLE IS TO RECRUIT THE RIGHT CANDIDATE. MANY TIME EVEN THE BEST CANDIDATE IS NOT RIGHT ONE AS THEY MAY LEAVE ANY MOMENT & THERE WILL BE VACCUM AGAIN.
