‘We thought we’d recruited a superstar but shortly after they started it was clear we’d got it wrong. It was a disaster.’
Sound familiar?
The wrong hiring decision impacts your team, knocks your confidence and costs you money. It also impacts your results.
How is it even possible to make poor hiring decisions in the age of AI, tech stacks, talent acquisition teams and reams of data that tell us everything we need to know?
Its simple, the top three recruiting blunders I see organisations make time and time again are:
- I’ll stick an ad on SEEK/LinkedIn/Indeed etc and hope for the best. “I don’t really know where to look for this skillset.”
- Using an old, embedded process, in a volatile and evolving labour market. “Recruitment is just a process right? How hard can it be?”
- Rushing the process to just get a human in a seat. “I can’t afford to leave this position vacant for too long, so let’s just get someone in there.”
Recruitment is a critical building block to shaping strong, sustainable, successful teams. Its impact is enormous, but its importance is often diminished in the interests of time.
Strengthening your team will improve when you stop and closely examine how you are recruiting. Ask yourself these questions:
- What impact will a poor recruiting decision have on my team dynamics?
- Am I willing to deal with the fallout if I get it wrong?
- What impact will a poor recruiting decision have on my results long term?
I help organisations strengthen their recruitment capability by ‘popping the proverbial hood’ and taking a look at their recruitment approach. Strengthening teams starts with recruiting the right people. Reach out if you think I can help you rejig your approach.
Out of interest, what impact did your worst hiring decision have on your team?
