3 Reasons Why Your Hiring Process Is Failing

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By Lisa Hutchinson

Topics: Hiring Process


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3_Reasons_Why_Your_Hiring_Process_Is_FailingYour hiring process is directly related to your company’s revenue. The people you choose to hire are the ones who represent your business, make sales, ensure operations run smoothly, and much more. Because your hiring process is so important, it’s hard to imagine why so many owners and hiring managers don’t put in the time, resources, and efforts that are needed to ensure that the right hiring decisions are consistently made. A failing hiring process will not only waste time but will also cost you in lack of productivity and a high turnover rate.

If you know that your hiring process is failing and you want to take a proactive approach to fixing it, but don’t know what you’ve been doing wrong all this time, one of these three common reasons might be the culprit.

No Documented Methodology

If your hiring managers hire based on their gut feelings, it’s clear that you have no real process in place. You must use a proven, objective, documented methodology that is based on data—a sound process that will give you positive results consistently so you can rely on it. Your process must include specific steps for recruiting, screening, and interviewing that are strictly carried out.

You Use Outdated Techniques

The world of hiring has changed and you have to keep up. You probably update your CRM software, equipment, business cards, and every other aspect of your business, so why is your hiring process so antiquated? Job seekers aren’t applying the same way they did ten years ago. Hiring techniques that worked in the past are moot now. The skills and experience you used to look for in new employees probably aren’t what you truly need in your company now.

It’s time to get with the times. Throw out your outdated sourcing, screening and interviewing tactics and completely transform your hiring process in order to match the way job seekers search and apply. Only then will you be able to find and hire top talent.

Your Company Has a Poor Employer Brand

Unfortunately, if you have a bad reputation as an employer in your industry, no great candidates are going to step forward. They’ve read the negative reviews from past employees and they’ve been warned by their colleagues and friends to stay away from your company. If this is the case, you’re going to be in trouble. You’ll have to hire the best of the bad or mediocre candidates that apply, because top talent is staying clear from your company.

Almost just as harmful, though, is having no employer brand at all, which is common for small businesses. If candidates don’t know anything about you as an employer, they might not want to apply and work for you—they won’t take the risk of learning that your company is a bad employer after already signing on.

To get yourself out of this sticky situation, you have to be proactive. You have to market your business as a great company to work for. You have to list all of the perks you provide. You have to effectively communicate your company’s vision, values, culture, and personality. You have to convince people that working for you is going to be a great career move. You can accomplish this with content marketing tactics. Change perceptions and you’ll be choosing from a pool of qualified candidates to hire.

Partner with a Staffing Agency

If transforming your employer brand or hiring process seems too time-consuming, complex, or difficult for you to undertake on your own, consider partnering with a staffing agency. A staffing firm can help you understand where you’re failing and how to change it, or, it can do your hiring for you and save you the trouble.

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Lisa Hutchinson

I started with Liberty Staffing in 2004 as the Regional Business Manager of the London office. I have over 20 years of experience in the customer service and retail sectors, as well as leadership experience including Store Management, People Development and Recruiting. In 2016, our London location moved to a larger office in order to accommodate growth of our business, which included adding a Clerical Division.

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