Common Recruitment Missteps

During my 20 + years of recruiting top talent, I have observed a number of common recruitment missteps that led to either the derailment of the recruitment process or the hiring of suboptimal talent. 

The following are some of the most problematic recruitment missteps that should be avoided: 

(1)  Task vs. Strategic Opportunity:  Treating the recruitment process as a task rather than a strategic opportunity to enhance the team's or business' capabilities. Hiring managers should not expect exceptional results from the process if they approach it from a place of mediocrity - "effort equals reward".

(2)  Like Me Hire:  The "like me hire" (i.e., hiring the candidate with similar skills, capabilities and personality traits as the hiring manager). As I identified in my previous blog, a strategic hiring manager will target an applicant that possesses "complimentary capabilities" versus perpetuating homogeneity. 

(3)  Rushing or Delaying:  Rushing the hiring decision to get a seat in a chair versus the best seat in a chair or, conversely, delaying, procrastinating or not placing high importance on the process, thereby losing momentum and in either case missing an opportunity to hire top talent.

(4)  Unrealistic Job Preview:  Failing to provide the candidate with a realistic job preview. This critical step in the recruitment process should enable the job applicant to gain a clear picture of the rewarding aspects of the job, as well as the challenges one will face operating within the organization.  This step should enable the hiring manager and applicant to access suitability factors of importance to both parties.

(5)  Failure to Conduct Reference Checks:  Failure to conduct reference checks or the verification of candidate credentials.  Under ideal circumstances, the hiring manager should conduct at least two reference checks themselves to ensure the applicant has accurately portrayed their work experience and achievements, as well as probing for specific developmental themes of the applicant .  Equally important, applicants should be asked to produce original documents or acceptable copies of their accreditations and other relevant credentials given various studies have suggested that between 5% to 10% percent of all applicants misrepresent credentials on their resumes.

What Else Should I Consider When I Screen Candidates? "Complementary Capabilities"

Most hiring managers approach the interview and screening process with a focus on the candidate's job experience, educational credentials and fit. While these criteria are key considerations in the hiring decision, the notion of a candidate's fit is usually looked at from the perspective of personality and organizational fit versus "complimentary capabilities".

Complimentary capabilities can be broadly defined as skills, knowledge, behaviours and/or attributes that are strengths of an applicant, which the hiring manager and the team may possess, but are not considered strengths. 

The need for "complementary capabilities" is heightened when the incumbent is required to work in a team environment.  In such a team environment, the team will always drive far better business results when it is comprised of members having "complimentary capabilities", rather than a group of people having similar capabilities. 

 

So, why should hiring managers focus on "complementary capabilities"?  Here's why (1) it forces the hiring manager to ensure they clearly understand the strengths and limitations of their team and acknowledge and self reflect on their own capabilities, (2) if appropriately applied, hiring  managers will be more strategic in their hiring practices which will lead to better hiring decisions, and (3) it will avoid creating or perpetuating a homogeneous group that possess limited divergence within their skills and/or thinking, and ultimately impedes the ability of their group to drive accelerated business results.

Launch of Talent Matters - Specialized Recruitment and Human Resources Consulting Firm

After more than 20 years working as a human resources professional, specializing in the recruitment and coaching of top talent at several fortune 500 companies, I am excited to let you know that I have launched my own consulting business.

Going forward, I will be providing regular updates on insights, tips, best in class practices, practical solutions, links and other useful information to hiring managers and job seekers. I also intend to report on current trends, new research findings and other interesting facts that I believe you will find invaluable, and fascinating at times.

Ultimately, I hope that this information will enable hiring managers and job seekers to not only make more informed hiring and job acceptance decisions, but will lead to the hiring of higher quality candidates and the acceptance of higher quality assignments.

Cheers,

Neale Harrison
President
ca.linkedin.com/in/nealeharrisonchrp