The staff quality from your hiring process all depends on the effectiveness of a recruitment and selection strategy. However, the process is often reported with unsmooth flow when employers encourter a variety of problems in both tangible and intagible forms. It may involve the cost for spreading a job advertising or the fee to improve the quality of communication between HR managers and company leaders.
Lacking analysis about the job
One of the most common yet serious problems in recruitment is the lack of knowledge and insight into the nature of the vancancy that you are trying to fill. In order to fix this mistake, a company is advised to carry out routine job analysis for current position, forming a JD with complete and acurate tasks and function that future employees need to fullfill. Another key point to remember is job roles often evolve through the time; therefore, the description needs constantly analysis and update. If the recruiters forget to complete this first step, their job posting will be likely to inaccurately described the necessary characteristics and skills, and their selection tools may wrongly doing the accessment tasks.
Misalignment in JD
Even after a recruiter has fully understand the purpose of the job, misalignments in the job description and selection tools still happen, and they do, happen a lot. Therefore, the task of designing a package of JD and interview questions in tune with the vacancy required time and cooperation between recruiters and human recourses specialists such as Faro Recruitment Vietnam. Time and effort should be made prior to job posting, including face to fact meeting to thoroughly discuss about the job nature and necessary qualifications, thus outlining a full package recruiting and selection materials.
Another problem in the selection process is the situation that the recruiters might become too focus in a specific characteristic or talent he expects of a future employee. This can lead to a predictable limitation in shortlisting applications and CVs, or bias in job interviewing. If the current staff lacks some required attitude, the recruiters might put too much attention to find a future employee with strong skills in that area, while failing to see the big picture. There are indeed many other characteristics needed in the skillset.
Not fitting in the organizational culture
Commonly, the two tactics that recruiters choose to perform in the hiring process includes searching for the most talented candidates or choosing the best fit to the company culture possible. It is crucial that a recruiter should balance these tactics. Competence is a must while the ability to fit well within the company culture is a key factor to keep them around for a longer time. In order to do this, your recruitment process should be backed with objective screening tools so that recruiters can have more insight into a candidate’s profile, easily accessing their related experiences and skills to fulfill the intended job. People with an outstanding talent might negatively affect the world culture if he lacks the personal traits, quality and attitude to get along with other staff. Therefore, indirect qualities should be tested with interview session to determine the communication and international skills, as well as the friendliness of a future employee.