Why are companies struggling to hire potential performers? Recruitment is both a science and an art. For any company, a good recruitment process is the foundation. Intelligent recruiters always ensure that good performers are available to the company to meet the organisational goals.
World-class facilities, ergonomically designed seating arrangement, the availability of small benefits such as internet usage during working hours and excellent employee engagement policies would attract potential performers to any company.
So why can’t recruiters sell their business to attract the right talent?
Cost-effective thought or inefficient thinking: Any business will eventually invest most of its profits on employee wages. Most of the gains go to the salaries of workers in any sector. Equal opportunity and equal wages should be the effective motto of the day for every company with equally qualified and experienced workers.
When organisations do not follow this ethical approach, recruiting the right talent is really hard. Recruiters will aggressively, cunningly and manipulatively persuade both fresh and seasoned employees to bring them on board when they find the right talent without exposing them to the company’s reality. This will raise the businesses’ attrition rate and decrease the retention rate to the management’s amazement as they have sacrificed the candidates’ performance and also shield the balance sheet from the seasoned employees’ piercing eyes.
Recruiting director should take all precautions to stop mediocre talent from joining the organisation by not only checking credentials and should scrutinise 360 degrees of input by verifying four sides which come from external resources such as private detectives, associates and applicant’s relatives.
Gap between job description and job advertising: Many companies write theory in their job description when they advertise for the positions they need to fill in, in the media. For example, the job description of an HR Director is advertised, which is not based on the expected performance, but is about the general functions of a specific position.
This will draw thousands of applications from both seasoned and fresh job seekers, but to the utter dismay of the unemployed who attended the interview, no one will eventually be chosen. During a recession, where very few businesses employ without much integrity or authenticity, this is worse. Eventually, the candidates are confused about why the companies are hiring or why they are leaving candidates in the lurch. The system needs to be fool proof, especially with regard to a basic activity such as recruitment.
Before starting the process, a recruiter must be truthful and consider the organisation’s needs as well as the candidates’ genuine needs and requirements. Recruiters need to be clever and impartial in selecting candidates to help achieve the organisation’s goals. He should help the company shrink the gap between performance expected and performance delivered. This will assist management in recognising the roles and responsibilities of the positions they plan to employ. This is the real art of hiring which increases the value of any company in the market.
