Have you ever considered what might complicate finding the right person for your company? You've probably asked yourself this question more than once. Let's now take a look together at some of the most common causes of complications that can arise during the employee search and selection process.
Recruitment and Selection of Employees it is possible to implement in several ways, either through self-direction or by utilizing services recruitment agencies resp. personnel consulting companies. As you surely know, the starting point is to clarify the requirements for the employee who will hold the given position. This means determining their job description and, above all, what you expect from the newly hired applicant. This can include professional knowledge and experience, as well as the employee's personal characteristics, which should correspond to the corporate culture of your organization.
And the aforementioned clarification of requirements is the starting point for a newly hired candidate to meet all your expectations.
And the aforementioned clarification of requirements is the starting point for a newly hired candidate to meet all your expectations. In case of violation of this principle, complications may arise in that candidates, although they meet all your previously defined requirements, are not suitable for the position and additional adjustments to the requirements are necessary during the selection process. This unnecessarily prolongs the entire process. The situation can be more complicated if you carry out such a selection through the use of services recruitment agency. In cases where all requirements for an employee are not clarified in advance, the entire process can become complicated, not only by extending the search time but ultimately, your adjustments to the requirements will also translate into higher costs.
Another frequently repeated mistake is the employer's late notification to candidates about the outcome of the selection process. This easily deprives the employer of the chance to secure the most suitable candidates for themselves. It's important to remember that skilled candidates have the option to choose from multiple offers and don't have to patiently wait just for your notification. If you don't want to go through the entire selection process again, it would be advisable to adhere to agreed-upon deadlines and, if the decision-making process is extended, to keep candidates informed about the situation's progress. Another fact is that people generally don't react positively to the uncertainty associated with long waits for notification from a potential employer. And as part of this natural attitude, they may decide to accept an offer that might not be as attractive as yours, but it will be certain. In the worst-case scenario, they will form an opinion about your company and „thank“ you for your time.
A frequently repeated mistake can also be that the employer looks for, and ultimately selects, the best candidate for a given position, rather than the most suitable one. In such a case, a situation may arise where the newly hired employee realizes that their capabilities extend beyond the given position, and it won't be long before they leave for a better offer. Therefore, the most important point is to clarify which competencies are key for the given position. It might seem ideal to hire a candidate who is perfect in almost everything, but such a situation is unrealistic and also not the happiest solution. Therefore, it is important to consider which of the stated requirements are essential for you and which you would be willing to compromise on if necessary. It is also important to align the offered salary with the requirements. This is especially true in situations where you need to hire people for whom demand exceeds supply, and such employees are hard to find on the job market. In this regard, it can only be stated that it is difficult to find a Superman for 5.50 [currency symbol].
Ing. Marta Vladárová
HR Consultant
TRIGON Consulting
www.trigon-consulting.sk
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