Beware of recruitment mistakes!

Difficult to recruit… Candidate or company market?
When it comes to recruitment, one force in power regularly alternates with another, and it’s up to HR to adapt. Beware of mistakes…👽

At the moment in particular, the tightness of the employment market is giving rise to difficulties that are well known to professionals in the sector: staff turnover, managerial misalignment, loss of time or competitiveness. The commitment of in-house Human Resources is not in question, unfortunately the pitfalls are numerous.

🤔 A vague definition of needs

Operational pressure sometimes pushes HR to recruit in a hurry: viiiiiite, we need to replace, assist, relieve…
In the absence of time, it may seem appropriate to start from what already exists, whether it’s a job description or an advertisement, without having really taken stock of what’s needed. Both the job and what it has to offer. The famous “copy and paste” approach.
Of course, it’s doomed to failure: badly targeted applications, random selections, misunderstandings between HR, managers and operational staff, incompatibilities after recruitment… Stop!

🚅 A short-term vision

Other times, the lack of hindsight, experience or even budget also take precedence over a medium-term projection: little thought is given to the job’s potential for development, the challenges of integration or the real compatibility with the company? It’ll be fine 😉.
Of course, the main consequence of rushing is a lack of continuity and coherence in the team or the employer brand… Stop!

🏋🏽 The influence of bias

Even with the best of intentions, recruitment remains riddled with cognitive biases: affinity (recruiting someone who looks like you), confirmation (validating a first impression), or security (from a linear educational or professional career path).
Of course, these shadow biases have an impact: limiting the diversity of personalities, they sometimes deprive the company of atypical talent and can lead to casting errors. Stop!

📊 Key Figures

According to a study by APEC, 62% of French companies say they will face recruitment difficulties in 2024, a figure that is 8 points higher than in 2022.
The average turnover rate has now reached 15% in some sectors, while 40% of recruitments end in a breach of contract within the first 12 months, due to a lack of fit or successful integration. What’s more, 70% of applicants say that they prefer companies that are meaningful and attentive to quality of life at work, which means that employers need to rethink their appeal.
To remove these obstacles and build sustainable, strategic prospects for your growth, we provide tailor-made support for your teams in their areas of weakness, supporting them without taking their place.

#recruitment #HR #growth #topmanagement #executivesearch