Misinterpreting Success in Recruitment

Hey there!

Let’s talk about something that’s been on my mind—and honestly, a topic that comes up quite a bit with my clients: "The idea of success in recruitment."

Many of my clients define success by how quickly they fill open positions. It’s like a race to see who can get the position filled the fastest. But here’s the thing: while filling positions quickly might seem like a win, it often leads to bigger problems down the road.

I’ve seen it happen time and again. Companies rush to hire someone just to eliminate a vacancy, and before long, they’re facing turnover issues and mismatched hires that disrupt the whole team. Trust me, filling those gaps can feel good in the moment, but it can quickly turn into a headache.

A Common Misconception is Quick Hires Equal Success

Some of my mainly new clients come to me thinking that as long as they’re getting candidates in the door quickly, everything is on the right track. They believe that a high turnover of candidates means their hiring process is efficient. But here’s the catch: that mindset can lead to a focus on speed rather than quality.

Imagine hiring someone who looks great on paper but doesn’t really vibe with the company culture. It’s a recipe for disaster! I’ve had discussions with my clients, who thought they were doing everything right, only to find themselves in a cycle of constant hiring and turnover. It can be costly and creates a pretty negative atmosphere for everyone involved.

The Reality of Successful Recruitment

So, what’s the real deal when it comes to recruitment success? It’s all about finding candidates who not only have the right skills but who also fit into the culture of the organization, have the right motivation for the position and the organisation and other criteria. I’ve seen firsthand how companies, that prioritize cultural fit and alignment along other criteria with their values end up with employees who stick around longer and contribute positively.

For example, one of my clients came to me, after they hired someone who had great qualifications but didn’t share their vision. That hire didn’t last long and ended up costing them time and money (generally wrong hirings cost statistically 15 salaries). On the flip side, when they took the time to assess candidates for cultural fit and motivation, they found individuals who thrived and made a real impact.

Redefining Success in Hiring

So, how do we redefine success in hiring? It’s all about taking a more holistic approach. Here are some strategies that I’ve found effective:

• Cultural Fit Assessment: Start including assessments that additionally to the recruiters assessment gauge how well candidates align with your company culture and values. It can make a huge difference!
• Long-term Potential Evaluation: Instead of just looking at immediate qualifications, evaluate candidates for their long-term potential. Behavioral interviews and scenario-based questions can help here as well as readiness to up-skill and re-skill in a changing world on all sides.
• Comprehensive Onboarding Process: A solid and modern Onboarding process is key. It helps new hires integrate into the company culture and sets them up for success from day one.
• Feedback Loop: Establish a system where both employees and managers can share their thoughts on the hiring process and employee experiences. This feedback can lead to continuous improvement.

By shifting our perspective from just "filling positions" to building a successful and sustainable workforce, we can ensure that our hires are not only capable but also genuinely committed to the organization’s vision and goals. This approach enhances employee satisfaction and retention, creating a vibrant workplace culture.

Let’s start thinking differently about recruitment success. While it is important to have the positions filled at the right time with the right person, it’s not just about how quickly you can fill a position but about building a team that lasts and thrives together!

Andreas Vetr