4 Reasons Why Your Recruitment Strategy is Failing

This post was written by Emma Worden

Employees are essential for every company's success. However, finding the right employees who are not only a cultural fit, but also talented, efficient and productive workers is no easy task. Nowadays, people who are seeking employment aren't looking to settle for a good salary alone. In fact, they are looking for a good work environment and conditions, as well as a place where they can grow and put their skills to the test.

Still, as an employer, your recruitment strategy seems to be failing, as you're facing costly turnover. But does that mean employees aren't satisfied at your company or was there a flaw in the recruitment process to begin with? According to research, 80% of turnover are due to bad hiring decisions. That means that employers often make mistakes when hiring candidates for job openings. That being said, here are a few reasons your recruitment strategy is failing.

  1. You don't understand your needs

When there's a job opening at your company or you're looking to expand your workforce, it's very important to determine your company's needs. Hiring the right employee for the job means you'll have someone who knows what they're doing. On the other hand, hiring someone who isn't qualified means that your new employee won't adjust properly on the new job. Imagine hiring someone whose area of expertise and job experience have nothing to do with their current job requirements.

It's like hiring someone fluent in the English language to translate documents in French. When looking for job candidates, make sure you know what you really need before actually hiring someone for the job. A good way to accomplish this is to develop a recruitment strategy. This will outline your company's needs, such as the current job openings, what level of experience is required for those openings and how qualified candidates must be in order to match the criteria.

2. You don't treat candidates as customers

Finding the right employees for the job also includes convincing them to work for you. You can't expect to post a job application somewhere and expect employees to flock to it. As a matter of fact, you have to make your job opening appealing to the potential candidates in the first place. One of the best ways to achieve this is to engage in recruitment marketing. Recruitment marketing involves developing a marketing campaign, but only for hires.

That means you'll need to develop employee personas, i.e. draft your ideal candidate and post your job applications across various channels, in order to boost awareness. Moreover, you must highlight the perks of the job, such as company culture, benefits, salaries and so on. Simply put, you must make your job opening engaging enough to convince candidates to apply the same way you'd want to engage customers and convince them to buy.

3. You're not looking at the right places

One of the factors involved in a recruitment process is determining where to find potential candidates for your job openings. If you don't expand the candidate talent pool, you may end up with a bad hire. Nowadays, modern technology allows recruiters to look for employees almost anywhere in the world. Just because someone works remotely, doesn't mean they can't be an asset to the team.

Looking for potential candidates among college graduates is also a good strategy. But, have you considered other candidate pools as well? Focusing on diversity might help you find ideal employees easier. For example, consider people with disabilities and check with a disability employment agency to determine if there are any potential candidates there. The more closely you look for candidates in various places, the easier it becomes to find the right employee for the job.

4. You're not writing good job descriptions

Another factor that may cause you to make a bad hiring decision or cause an employee turnover is a job description. Writing detailed job descriptions is crucial. The main reason is that it outlines everything regarding the job position at your company ranging from employee responsibilities and what's expected of them to employee benefits and advantages.

What's more, a detailed job description attracts candidates who are both interested and qualified, which improves the selection process and speeds things up. On the other hand, without detailed job descriptions, your candidates lack the crucial information regarding the job itself. That may cause them to leave your company, as soon as they find out that there are circumstances regarding the job that doesn't suit them at all. For example, there isn't an opportunity to advance in ranks at your company or there's no additional training and so on.

Final Thoughts

Recruitment process simply needs to be detailed and well-planned for. Otherwise, you're risking bad hiring decisions and employee turnovers that may cost your company a lot of money. Finding the right employees for the job takes time and it cannot happen overnight. That's why it's important to develop a good strategy that will not only attract talented employees but also convince them to seek employment at your company.