{"id":758,"date":"2014-03-13T13:58:07","date_gmt":"2014-03-13T13:58:07","guid":{"rendered":"https:\/\/www.bcjobs.ca\/hr-advice\/?p=758"},"modified":"2024-12-08T22:17:50","modified_gmt":"2024-12-09T06:17:50","slug":"recruiting-is-broken-5-ways-to-fix-it","status":"publish","type":"post","link":"https:\/\/www.bcjobs.ca\/blog\/recruiting-is-broken-5-ways-to-fix-it\/","title":{"rendered":"Recruiting Is Broken: 5 Ways To Fix It"},"content":{"rendered":"

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The hiring process is flawed. Don\u2019t believe me? Just ask Leadership IQ<\/a> who recently reported that:<\/p>\n

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\u201cAlmost half of all hires fail within the first 18 months on the job\u201d<\/p>\n<\/blockquote>\n

Across the board, the number one problem many companies face is hiring qualified employees who fit. Whether it\u2019s a huge retail chain, or a small accounting firm: sourcing, qualifying, and hiring takes up a lot of time, energy, and money. When faced with a 50% chance those candidates won\u2019t even last two years, we start to really recognize the importance of fixing the hiring process.<\/p>\n

Even if you have many resources devoted to hiring, the number one pain point remains the same. There\u2019s something fundamentally wrong in the actual process of hiring.<\/p>\n

So let\u2019s start fixing it! Not with fancy tricks, or a shiny new ATS, but by revisiting how we view the process of talent sourcing, qualification, and acquisition.<\/p>\n

These five tips will help you improve the ROI on your hiring process, and hopefully inspire you to become a part of the recruitment solution.<\/p>\n

1. Asses the Candidate, NOT the Resume<\/b><\/p>\n

There is so much more to a candidate than a series of credentials, and yet often they are ruled because they fail to tick off one or two checkmarks on a list of \u201cmandatory experience\u201d.<\/p>\n

I am not suggesting you don\u2019t use resumes, they do give you a lot of worthwhile information about a potential hire. What I am saying is that you need to learn to read between the lines!<\/p>\n

If you get too focused on details like a fancy degree, for instance, you may miss out on a candidate who took a less conventional, yet often even more educational route: like starting their own company, or pursuing various internships.<\/p>\n

This is a great argument for checking out potential candidates LinkedIn, Facebook, and Twitter profiles \u2013 you may just find a diamond in the rough.<\/p>\n

2. Create Benchmarks for Fit <\/b><\/p>\n

You know what kind of candidates \u201cfit\u201d at your company. What makes your employees excel, what values you need them to share. (https:\/\/vipcleaners.com<\/a>) Your interview process must be specific to those needs. Along with technical skills, consider these four aspects of a candidate\u2019s personality when interviewing:<\/p>\n