Why do recruitments fail?

In the competitive sector of recruitment, understanding failures is as important as the celebration of successes, if not anymore. This article proposes to explore each stage of the recruitment process, by identifying the traps and current challenges. For recruiters and recruiter, this detailed examination offers an opportunity to revise, question and improve their practices, in order to maximize the efficiency of their recruitment strategies. Do not hesitate to add your best mistakes in comments, they will be used for the next player.

Postal qualification

‍The first step, often underestimated, is the qualification of the position. An imprecise post description or unrealistic expectations can lead to expensive recruitment errors. It is essential to collaborate closely with stakeholders to clearly define the necessary skills, professional experience required, and wage expectations. A promise of hiring based on ill -defined foundations is doomed to failure. It is also important to ensure that the description of the position faithfully reflects the culture of the company and the values ​​it promotes, as much as the post in itself.

Sourcing

‍Sourcing is an art that requires a well -thought -out strategy. The choice between internal and external recruitment must be made by considering the long -term objectives of the company. Ineffective sourcing can limit access to the most suitable talents. The employer brand plays a crucial role here: a positive and attractive image is essential to attract quality candidates. Companies must therefore invest in their employer brand to ensure that they attract the best talents. Be careful not to constantly attach the failures to the employer brand, this could prevent you from seeing the real reasons.

Qualification of candidates

‍An inadequate qualification of candidates upstream can lead to non -productive interviews. It is crucial to have a robust process to assess the skills, experience and aspirations of candidates before inviting them to an interview. This often involves a meticulous examination of CVs, but above all an understanding of the skills and professional aspirations of candidates to ensure that they correspond to the culture of the company.

It is not easy to question his way of qualifying a candidate, there is no real reference and each to his preferences. The ideal seems to us to be a balance between frame and improvisation. A too well prepared frame can give an interrogation aspect,

You can also wonder, each failure, what elements, information, motivations of the candidate or the company you have missed upstream to avoid this failure. Learning by failure is the best of learning!

Presentation of candidates

‍The presentation of candidates for decision -makers is an often overlooked step. Clear and complete communication is necessary to ensure that decision -makers have all the information necessary for informed decision -making. This includes not only the skills and experience of the candidate, but also insights on their personality and their adequacy with the culture of the company. It is really a question of pitching a profile like a pitch entrepreneur his project. Petit advice: learn to detect in each profile what differentiates it from others and what makes it an atypical profile.

Evaluations during interviews

‍The job interviews are critical moments. Errors can arise if the questions asked are not well targeted or if the recruitment test is not suitable for the position. It is essential to prepare interviews which evaluate not only technical skills, but also soft skills and cultural compatibility. In other words, it is important to agree with all the recruitment actors on criteria to criteria

Closing

‍Closing is a delicate step where time management is essential. Too long a delay between the interview and decision -making can lead to the loss of qualified candidates. It is also important to consider the candidate's geographic mobility and to ensure that the proposed working conditions are in line with their expectations and needs.

The offer

The logical result . That is to say that it must arise from all the maintenance steps, must be based on facts/data and must be clear. At the end of the offer, we must understand why it was made in such amount, whether it is low, high or aligned with expectations.

Onboarding

Although We explain to you how not to miss the onboarding of your candidates in this article!

Conclusion

‍Each step of the recruitment process is crucial and interconnected. Recruiters must constantly reassess and adapt their methods to avoid the traps and improve the candidate experience. In the end, an in -depth understanding and a rectification of errors at each stage are the key to transforming a recruitment process into a lasting success.