This is a common question we are frequently asked….
Companies are about people, and to get the best ones there are a number of processes that need to be followed. Many companies fail or remain average because of their lack of knowledge, incorrect processes or untrained people managing the recruitment process.
Having run several businesses and advised hundreds more, we at JobFinder Spain are continually amazed at the number of businesses that we speak to that have massively high annual staff attrition levels, especially here on the south coast. It is not uncommon here to find businesses that are losing a third to two thirds of their staff every year. A major part of this mass exodus is due to incorrect recruitment processes.
The following 5 points are the most common reasons why companies fail to recruit the best:
No clear definition of the job specification and required profile.
As a recruitment and business development agency, we always try to understand exactly what our clients are looking for in terms of both business results and personnel. In most cases there is no written profile for new hires and when there is one it is usually missing much of the key information. Companies are often surprised when we ask in-depth questions about the vacancy profile, but this is absolutely necessary as it makes them think about what they need in more detail and gives us the answers that enable us to get them the best people
Additionally, another common mistake is that when someone leaves the company, they usually automatically recruit the identical type of person without applying due process to how the business may have changed during recent years and what kind of experience and knowledge they may need in a new hire to match the future requirements of the business.
Nowadays there are dozens of potential channels to attract the best candidates. Most companies are unaware of these methods and generally tend to stay with the old traditional ones. Also, based on research recently conducted by LinkedIn, most companies don’t take any measurement as to which channels work most effectively for them.
Badly written job advertisements
Unfortunately, around 80% of the job advertisements we see are not actually up to the job, and are therefore unlikely to produce positive results. They are not attractive, not selling the role, missing key information and often have a catch all approach to the list of required skills. Again if the job role is not specified correctly in the first place, it is unlikely to be advertised correctly.
Poor marketing and brand promotion
As we hear frequently these days, the world has changed dramatically within the last 20 years due to advances in technology, so if a company has a good online presence and a well implemented social media strategy, the strength and awareness of the brand is not such a big issue when looking to recruit new people. When a candidate is attracted to a company or a position, the first thing they will typically do is go and check the company’s webpage as well as social media channels. Generally speaking, that initial impression is usually sufficient to determine whether the application form is submitted or not.
Invariably, here in Spain and especially with most small to medium enterprise companies (SME’s), there are no HR personnel or trained recruiters employed within the business. In many cases the person tasked with “hiring” new people has had no training whatsoever in professional recruitment processes and invariably knows nothing about the actual role or roles they are recruiting for. Unfortunately this often results in tears for one or both parties as the new recruit will often leave within the first 3 to 6 months of joining, leaving the business to start all over again.
Amazingly, most companies here in southern Spain are still reticent to use the services of a professional recruitment firm, believing that they can easily do it themselves and save money on agency fees. This can often result in several attempts to find the right recruit, continually replacing the high turnover of staff with more unsuitable staff. Research shows that for every employee that leaves a business it costs between 20% to 25% of their annual salary to find, replace and train their replacement. Doing this a couple of times a year soon makes professional recruitment fees look highly attractive, especially as the chance of hiring the right recruit first time increases dramatically.