The following blog post was submitted by guest blogger Dianna Howell.

Many companies rely on a flawed recruitment and selection procedure nowadays. No excuses such as “we’re just a small business,” “we’re in the XYZ industry,” or “Millennials just have a bad work ethic” exempts an organization from adapting to the new labor market.  There’s just no denying how different recruiting is and fast it’s changing. As a result every day, businesses end up hiring the wrong people due to an inability to swiftly and accurately filter through the diverse pool of talent available in the job market. This article will expose you to a few principles and tips to correct that through an analysis and solution process.

Recruitment Process Broken

Determining What the Problem Is

An increased degree of employee involvement and performance in daily tasks is crucial to the success of a company. Simply put, behind every great boss, there are dozens of diligent and devoted people who supervise and carry out decisive responsibilities. Meeting deadlines and achieving goals is the mark of a qualified worker.

But what does it mean for your business when this isn’t the case? If you find that your successful hires are down and turnover is trending higher,  it might be because you hired the wrong people. They might have seemed up for the challenge during preliminary interviews, but they are now wilting under the weight of their own ineffectiveness.

The first step in putting an end to this counterproductive behavior is taking accountability for it by improving your recruitment and selection procedure. Some people just aren’t cut out for certain jobs. Others might be a great skills fit but fit into your culture like oil and water. It is as much your duty as it is theirs to figure that out before it’s too late. Determine what you are looking for in a candidate, and inform your team of recruiters. Not knowing what makes a good employee in your organization is the worst thing you can do to the business.

Recruitment Solutions to Increase Efficiency

Figuring out what went wrong and taking accountability for it is merely the first step towards enforcing a palpable change in your recruitment and selection procedure. It’s a good start but fixing your broken recruitment process takes more work than that. It begins with an examination of the job description and applying concepts such as transparency and consistency.

Write Better Job Descriptions

The job description you write for a listing is the first taste of your company a potential candidate gets. In order to attract the right crowd, you will need to create something that is clear, concise, and informative. Steer clear of flamboyant job titles that people won’t understand, and always engage readers with a short overview.

Don’t use superlatives, as it will sound forced and disingenuous. When in doubt, always ask your current employees for a helping hand, especially if they happen to fill a similar position. Conveying an immersive sense of company culture in a few paragraphs can be difficult, but the effort will be worth it when it comes to the new hires.

Always Practice Transparency

The job industry has evolved significantly since the Great Recession of 2018. One of the standards sought by job seekers today is a company’s transparency level. It’s no secret that candidates prefer businesses that are upfront about everything, from work hours and office vibes to taboo topics such as salary.

Not disclosing these motivating factors out of fear that the people you attract will be solely money-driven or after a flexible schedule isn’t in anyone’s advantage. As long as recruiters know how to spot qualified individuals, being completely candid about the pay will only engage and motivate them more.

Regularly Audit Interviewers

Leaving your recruitment and selection procedure in the hands of the wrong people unfortunately all too common. For this reason, you should regularly audit your team of recruiters and interviewers. Assess their individual performance. If one person is responsible for multiple flawed hires, then re-training or change is required.

By monitoring and auditing the success of each recruiter as well as hiring manager, you will ensure that the sessions are conducted by individuals who can recognized a passionate candidate who researched the company thoroughly beforehand, read up on interview tips, and has a true interest in the position. Feigning awareness isn’t as simple when the person in charge knows fully well what they’re doing.

Establish a Fixed Process

Being consistent in the way you recruit and interview candidates is indispensable for a successful business. It’s also required by law! By doing so, you will evaluate everyone after the same set of standards, which creates a methodology that is fair and consistent. This will increase your firm’s reputation and promote a policy of honesty and efficiency.

The Bottom Line

Is your recruitment and selection procedure broken? Determining where the issue lies and acknowledging your part of the problem is only the beginning. To create a well-oiled machine, you will have to improve every single aspect of the procedure, starting with the listings you put out and ending with the actual methodology at play. It won’t be easy, but improving your candidate experience will be worth it.