Why your Recruitment process is costing you great Talent

I’ve been hearing and reading about a lot of obstacles organizations are facing in their recruitment process in relation to finding, recruiting, and hiring great people for their organization. Candidates getting multiple offers. Candidates ghosting – not showing up to interviews or not even showing up on their first day at work. Candidates dropping out of interview processes. Candidates turning down your offer even though you’re offering more than the competing ones. Candidates who were initially interested but then appeared to lose interest.

How do organizations deal with all these factors and issues in the recruitment process?

The real question should be: what are you doing (or not doing) to contribute to all that?

If the same thing keeps happening over and over again – you might want to take a look at your own processes and the actions you’re taking to see what you might be contributing to it. This goes for organizations or job seekers. How’s that for the cold, hard, truth?

Here are the top reasons I've seen as a #Recruiter, why organizations are finding great Talent dropping out of their recruitment process or turning down the opportunity to work with their organization:

1)     You don’t move fast. Your recruitment process is excruciatingly slow versus other organizations out there who move fast on top talent. Then, when all the top talent have dropped out of your pipeline, everyone gets to complain about how hard it is to find great people, it’s the economy and unemployment being at an all time low (which it is by the way, here in Canada, which is why you need to move fast). Approach your recruitment process with a sense of urgency!

2)     Not everyone involved in the hiring process is on-board or sold on the importance of the hire. Just because YOU understand how important the hire is, doesn’t mean all the other stakeholders do. Whether you’re a hiring manager or HR – you’ve got some selling and persuading to do to make sure everyone is on the same page, and the title of that page is “We need to make this hire ASAP!”

3)     You’re not properly qualifying candidates who are interested in the position. Simply asking about their professional experience and skill set is not enough. You need to assess what THEY are looking for. One person’s career goals and motivations might be very different from another. Don’t make assumptions – have an interest in understanding what their wants and needs are and see if there’s a good fit with what you offer overall at your organization.

4)     You’re not selling top Talent on the opportunity at your organization. Finding out what someone’s professional goals, needs, and wants are is one thing. Selling them on the opportunity at your organization is a completely different task which ties in with eliciting their needs/wants. Don’t assume they are already well-informed and interested in the opportunity at your organization. Show how the opportunity you’re offering will fullfil what they’re looking for in an ideal role and why your organization is the place they need to be - tell them about all the perks, incentives, benefits, and everything else they get. Sell them on the overall opportunity!

5)     You’re not offering an attractive compensation package. Pretty self-explanatory, however if you want to get and keep top talent, you need to offer attractive market rates for the skill set and value they bring. You might be tempted to low-ball – but I guarantee that won’t benefit you over the long term. Everyday I speak to candidates who took up a low offer with a company because they had no choice – but who then reach out to me to find out what I’m currently recruiting on which pays better.

Although there are many more mistakes I’ve seen organizations make, these are some of the most common and top mistakes – make sure your organization is not making these!

If you’re looking for top IT Talent in the Greater #Toronto Area, be sure to drop me a message and let’s chat further to see how myself and my team at #RobertHalf can assist you.

Dean Kulaweera - #TechRecruiter

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