10 signs that your internal hiring team may need help

As companies grow, hiring becomes a crucial function. Good hiring practices are a big part of business growth however, a bad hiring team can waste a lot of time and lead to a loss of money on bad hires. It is important to recognize these signs and seek help from a staffing agency. How do you recognize these signs? Outlined in this article are 10 signs that your internal hiring team needs some help.

• Candidates don’t fit your requirements

When you see that the candidates being hired do not fit your requirements, it could be the result of a bad job description. A good collaborative effort between the hiring manager, HR and recruiter can result in resolving this issue and getting better quality talent onboard. It is important for them to understand what the ideal candidate looks like. For this, they need to understand the skills, experience and qualifications required for the role that you are hiring for. Once you do this, it will be easy to identify a good candidate to fill the role that you are hiring for.

• Interviewing right

Every interviewer must be well trained as to what questions to ask the candidate and on how to ask the questions. When probed with the right questions, interviewers can elicit the right answers. In addition, these questions must be relevant and incisive. Interviewers must also be good at following up and staying in touch with the candidates. Most times, the lack of proper resources in the recruiting team prevents proper recruitment, onboarding, and development of employees.

• Low morale and poor retention rates

When you have poor retention rates, you will see a decrease in productivity, morale, and profitability. Employee turnover results in instability and prevents employees from achieving organizational goals and objectives. Constant turnover also results in poor employee morale and leads to absenteeism.

• Improve the interview process

Recruitment teams could be wasting a lot of time on interviewing candidates who do not fit the requirements of the company. One way to better this is to put together a well thought through process where you can include a phone interview before you meet a person. This will help weed out candidates who look good on paper but when you call them over for an interview, you realize that they do not fit your requirements.

• Not following a process

A good recruitment process will include instant recording of assessments of the candidates and a quick debriefing immediately after the interview. This will prevent vague comments based on poor memory and fatigue after interviewing several candidates. You could use an applicant tracking system to document and track the hiring process effectively.

• Overbearing interviewers

An interviewer must draw the candidate out. A candidate must be allowed to express themselves and talk freely. An overbearing, talkative interviewer can talk too much under the guise of briefing the candidate about the company and the role that they are being interviewed for and switch off the candidate. On the other hand, it could also be that interviewers are leading the candidate and giving away tips and leads to the candidate in an effort to hear what they are looking for from them. Either way, this can be harmful and affect the recruitment process.

• Not being able to attract talent

Every job market is competitive and there is a large talent pool from which to hire people. However, it is important for the recruitment team to showcase the benefits, growth opportunities and work culture in order to attract the right talent to the company. The recruitment team must also take care to ensure that the company stands out from the rest of their competitors so that they source high quality talent.

• Agility in recruitment

It is important for the hiring team to be agile and quick in their responsiveness to candidates. Good quality talent is receiving offers from various companies and sometimes when hiring teams take their own time to revert, the top talent decides to move on. It also depends on the workload that the team is facing. Missing deadlines can not only cause stress but also lost opportunities. Constant reviews of the workloads and roles in the hiring teams will be essential to avoid such costly mistakes.

• Expecting perfection

Sometimes you may have to settle for a candidate who seemingly doesn’t fit the role. This is because they may not have the exact educational qualifications that you are looking for, they may have the skills required to fit the role. In such a case, the hiring team may have to make a decision to hire the candidate irrespective of the candidate’s qualifications. Looking for perfection may delay projects and hamper the ability to upskill existing candidates who may just be able to bear the workload and perform well.

• Taking an out-of-the-box approach

Sometimes when you are not able to find the right candidate, there is no harm in seeking help. They could seek help from a staffing firm to help with a temporary resource to complete a project. Sometimes, these firms could help with just screening candidates to find the perfect fit. Temporary and contract workers sometimes help complete the job and are not expensive as a full-time employee. It is just a question of thinking out-of-the-box and coming up with various solutions to fill the positions.

Conclusion

It is important to constantly review with internal hiring teams and streamline the processes and better them. Hiring teams constantly come under severe stress to fill positions and sometimes fall behind expectations. Taking help from a staffing agency can solve many problems. You must partner and collaborate with them to alleviate your struggle to fill positions quickly.