Posted on March 9, 2020 at 5:00 AM by Tom Hamilton, SPHR

View post titled Identifying the Costly Flaws in Your Hiring Process (click to read)

What are the 5 R's? Refer, Recruit, Recognize, Reward and Retain. The keys to attracting and keeping the people that will drive growth and profitability. We are delivering this brief newsletter to Company Executives, Managers and Human Resource Professionals who have the responsibility of recruiting and retaining the best talent for their organization.
How do you identify the costly flaws in your hiring process? One of the largest soft costs an organization can have is recruiting and hiring. Inefficiencies can cost you and your company a tremendous amount of time, money, and bottom-line performance. Everyone wants to hire superior people, but the hiring processes some companies use actually prevents this from happening. Most hiring authorities don't have a real solution to any of the flaws, and just live with the frustration and inefficiencies. Often times the flaws are excused by putting the blame on the system they are forced to follow.
Do any of these common symptoms sound familiar?
1. HR and hiring managers often don't see eye-to-eye on either job needs or the quality of candidates.
2. Sourcing methods don't produce enough top quality candidates.
3. Job descriptions and ads overemphasize skills, experience, and geography rather than challenges, accomplishments and how to be successful in the role.
4. You suffer from the moving job-spec syndrome - changing requirements during the process.
5. Hiring decisions are heavily influenced by emotions, perceptions, personal biases, and prejudices.
6. Weaker candidates sometimes get offers because they are good interviewers.
7. New employees later turn out to be either partially competent, or competent but not motivated.
8. Hiring "walking lawsuits." Those real hiring mistakes that cost a few hundred thousand $ minimum.

Remember, you have to "recruit" (sell & close) the best candidates. They don't respond to ads; they don't look for the same things in a job; and they don't accept offers for the same reasons as everyone else. For the best, it's not about the money; it's about the challenge and the opportunity. It's not about existing skills; it's about a chance to learn new things and deliver important results. It's not just another job; it's the beginning of a new career. 
Conclusion: If you suffer from any of these problems, your hiring processes may be inefficient and your turnover will suffer. Take a hard look at your hiring process. How could it be immediately improved? Remember, any technology is only as good as the people using it. Selection tools can help bring a best practices approach to your hiring system so update your process for the better today…your bottom line will show the result tomorrow.