Every organisation has a unique culture defined by its processes, systems, rules, regulations, structure, physical environment and of course, its people. Within that culture, each individual has different skills, backgrounds, learning needs and knowledge. All of these factors result in very specific recruitment needs for every organisation.
Consider a hiring manager who has spent many years recruiting finance professionals for a top Bank; would you expect this hiring manager to use the same methods to hire a graduate for a utilities company?
When Recruitment Goes Wrong
Unfortunately, many hiring managers move from one organisation to the next taking their ‘tried and trusted’ methods of selection with them. This often results in inappropriate hires that do not meet the business needs, and bad hires cost the organisation, both emotionally and financially. From a financial perspective hiring mistakes result in obvious losses. According to the CIPD costs to fill a vacancy are roughly in the region of £4,000 and £8,000, rising to between £9,000 and £10,000 for senior management. When these decisions go wrong that cost can inevitably double.
From an emotional perspective there are additional costs too. These include reduced motivation and engagement from those left behind after bad hires leave unfinished work and inevitable errors, as well as negative impacts on team morale.
What is the Solution?
With such uneven playing fields when it comes to recruitment, hiring managers need to consider a bespoke approach unique to the needs of the organisation. Fundamental to this approach is evidence based analysis which is done by creating and identifying:
- The strategy of the company and ensuring candidates align to this.
- A competency framework across roles which creates a development framework for staff.
- Behaviours and skills at each job level which drive success against the competency framework
- Organisational culture and subcultures.
The key to getting the right people into your organisation is obtaining evidence of this information which will help to minimise the risk of hiring errors, helping to shape assessment methodologies and development plans.
Collating analysis from your research and data from other sources will help to ensure you have the right selection methods for your unique organisation. Selection is not an exact science, but with careful planning, statistical analysis and evidence based decision-making, bad hiring decisions can be reduced to a minimum.
You can find more about data collection and selection services on our website.