NEW DELHI: Recruitment is critical for the organisation as a whole because the achievement of organisational objectives is directly impacted by people who work for it. It is, therefore, a serious and sensitive issue because the cost of bad recruitment is very high. Whether it is the wrong person in the wrong job or employees who do not deliver as expected or employees who leave very soon, it is all a case of bad recruitment. Following are some of the reasons for recruitments going bad:
Planning issues: In the absence of proper manpower planning, requirements may come up suddenly, giving the
recruitment team inadequate time to do a proper job. So often we hear, “This position has come up suddenly and we need the man in place within four days!”
Unclear requirements: If the actual role or the job content is not understood properly, it may become difficult to get the
right person. Sometimes the requisition or job description are very sketchy giving very little information about the job or the role. On many occasions, our search is guided by the designation only, which can be highly misleading!
Absence of competency mapping: In case the functional and behavioural competencies required to perform a job are not analysed correctly, we may end up with the wrong person. We may land up with a person who is highly qualified and competent, has an impressive profile, but one who may not have the requisite skills required for the job.
Unsuitable selection pro-cess: The selection proess needs to be suitable to assess prospective applicants effectively. For instance, a written test and an interview may not be sufficient to evaluate leadership skills. We often come across interviews in which a lot of questions are asked, but they do not reveal any relevant inform-ation. Sometimes there may be inadequate initial screening. The entire selection process has to be structured in a manner to give us a complete idea about the suitability of the applicant.
Absence of reference checks or second opinions: Reference checks or second opinions help reconfirm suitability of the applicant. Quite
often we come across situations where the information given on the CV may not reflect the real situation. It is possible to get
carried away by impressive details in the CV and also by the gift of the gab in interviews.
Mismatch of motives, values and priorities: Understanding the motivations, perceptions and values of the applicant is important for
the best results. If a position requires a service orientation and we take in a person who is motivated by authority and
control, there is bound to be a lot of dissatisfaction at all ends.
Above are some of the factors that could be the reason why recruitments go wrong and the recruitment team is at receiving end from unsatisfied internal customers. Satisfaction of the concerned reporting manager from the person hired is ultimately important which can be maximised if adequate attention is paid to the above.
(The author is a learning and development professional and the chief synergist at Kiai Peoplez Solutions at Delhi. She can be reached at email@example.com)