Desperate hiring?

Desperate hiring?

Jason Hanold possesses more than 15 years of experience in talent acquisition and recruiting. Vast experience readers and companies can benefit from by taking into account the following advice regarding the somewhat tortuous process of hiring.

First, every time a company has decided so hire someone, to add someone to their current and existent staff, it would be advisable to assess the company before hiring the employee and finding out why or how does the company need this person. Having a general outline of what would the future employee be responsible for, and determining whether the person is required would save the company from falling into the trap of what is known as desperate hiring. There is no reason whatsoever for companies to fall into a state of desperation, hence the importance of wondering whether hiring people at a fast pace is necessary.

For an existing company: with teams already working together, it could take a while before new hires get accepted and approved, which is why the urgency could put the people on charge under some discomfort since the question regarding how fast this person is required arises. It is commonly seen human resources departments going rogue on new hires as the dichotomy of whether hiring people fast — skipping some steps of the established hiring outline — or hiring people right arises.

Nonetheless, the rate at which companies require new personnel is oftentimes affected by the impossibility of finding the adequate candidates. Finding quality employees is a rather tough responsibility as the pool of candidates is always affected by pejorative aspects like low skill level, bad attitude, unacceptable behaviors and poor performance. These causes not only cause a lot of trouble but also a lot of liability in the workplace. Although readers could blame the market for the existence of these conditions, what is really important is for companies to effectively elevate the quality of their employment selection process so that they actually track and hire the highest quality employees.

Image courtesy of UW Health at
Image courtesy of UW Health at

As readers can infer, acquiring top quality employees also requires an investment. Most companies simply cannot afford top market prices for talent. However, there is a difference between the impossibility of affording such asset and being a mercenary at hiring people who are driven just by money. It is important to hire people who show directly from the beginning passion about the company’s philosophy. The ones who are passionately engaged with the mission of the organization. Hence the importance of having a strong selection process so that recruiters can assess whether candidates possess a strong sense of mission, vision, and purpose. Having these people will assure that companies get the highest performance out of them, unlike the other ones who are not quite so.

Companies are always looking for growth, and in order to achieve growth, it is important to invest in various areas. Most companies cannot afford the luxury of investing in just one particular area but in several at the same time, therefore, even though organizations are not able to pay top salaries, that does not mean that they cannot get top quality employees.

Within the organization, companies can relate to the existent inconsistency between the human resources department, the management, and the leadership. Oftentimes with the human resources department in between the other two. This dynamical tension that exists between the needs and the demands of the leadership teams and the management generally puts the human resources departments under tension, which is why the hiring process becomes a rather tougher challenge than it actually is. Companies do not want to waste money on recruiters; instead, most of them believe that hiring an employee will suffice and fill their needs. Not only is this approach wrong, but costly. There are companies with expertise at finding our whether a candidate is ideal or not. Investing in the company’s own personnel is much more cost effective than taking the hiring process ignoring what an effective and successful selection process requires.

The above becomes more important once readers realize the disadvantages of falling into the trap of desperate hiring. Desperate hiring really creates a lot of problems. In order to avoid these, companies should strive to create an environment of highly determined and effective selection process, relying on those capable of finding whether candidates are ideal and adequate. Doing otherwise might end up bringing and environment of rushed decisions, which, as readers might infer, affects negatively the company’s general outline by introducing a state of poor performance. And, from that point on, everything goes wrong since it is, to some extent, linked: poor performance causes a higher turnover, which, at the same time, increases the stress amongst departments. Performing under the standards that the nowadays market requires results in the inexorable loss of revenue and the increment of potentially a catastrophic liability.

The perks of letting those capable of determining the ideality of candidates carry out the selection process is, in reality, much cheaper.

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