Get help against recruitment errors
How do I avoid recruitment mistakes?
Recruitment mistakes are expensive. It is estimated that a bad hire of an account manager can easily cost between 200,000 and 700,000 DKK, while a bad hire of a sales director can typically be counted in millions when all costs and lost revenue are factored in. That's why hiring the right employee-the one who can fulfill the desired tasks, create value and stay with the company-is a lucrative business.
That's why we do everything we can to help our customers by giving them the best conditions to minimize the risk of recruitment errors. This includes soft skills recruitment, effective screening, video recruitment, and more time for better interviews.
We've put together 6 tips to help you avoid recruitment mistakes:
1) Instead of starting with the job description, begin your recruitment with a detailed profile of other successful people in similar positions. However, your search shouldn't be limited to the company's own four walls, inspiration can also be found in the industry and at your competitor. By looking outside the company for inspiration, you will ideally maintain objectivity in the successful profile.
2) Use a structured recruitment process to make sure you get the same information from each candidate. This can be ensured with a recruitment system from Elvium.
3) Make your job posting clear and concise so you can attract the right candidates. If you sign up for our newsletter, you will receive a guide to a good job posting. You can also find job posting guides on our blog page.
4) Conduct thorough interviews with multiple rounds to get a better idea of candidates' skills and suitability for the position. In Elvium's recruitment system, you have great freedom to customize rounds and keep track of candidates and information in an intuitive dashboard. Make it easy and manageable for yourself!
5) Give candidates the opportunity to present their own ideas and solutions to tasks so you can see how they think and act in practice. Gaining an understanding of the individual sitting in front of you is incredibly important. Giving freedom to problem solve can be a great way to understand the candidate's thoughts and actions.
6) Get references from previous employers and colleagues so you can get an impression of the candidates' professional and personal qualifications from people other than themselves. Humans are social creatures and it's always a good idea to talk to others about the candidate to get a more nuanced picture. Share the new lead profile with your employees and ask for 5 people who they could see match the criteria and who they would like to work with. Social recruitment doesn't mean that your employees should share the job posting on Facebook and LinkedIn; instead, they should be considered as sourcing resources.
No thanks to bad hiring
Testing job candidates is attractive when you need to find the right employee - who should both fit into the team - but also fit into a given situation in the company. Therefore, measuring how a candidate's behavior will be in rewarding situations is very attractive. At the same time, the candidate themselves are not always aware of these traits.
With a DISC analysis, you will be able to see the typical behavior of a candidate in stressful situations. The analysis will also provide insight into where you need to pay attention.
It doesn't mean that the candidate is necessarily wrong for the role, but it provides a good starting point for a good conversation with the candidate about how aware they are of their own behavior.
The more aware we are of our own behavior, the better we can address it and collaborate with colleagues.
3 quick benefits with DISC
- DISC provides valuable insights into candidate preferences and motivation
- DISC provides insight into the candidate's personality and behavioral patterns
- DISC provides targeted feedback on the candidate's personality type test
At the end of the day
By following these tips, you can reduce the risk of recruitment errors and increase the likelihood of finding the right candidate for your role. Remember to always keep an open mind and actively listen to candidates' responses to get the most out of the recruitment process.
