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That’s Why Most Recruitment Strategies Fail

That’s Why Most Recruitment Strategies Fail

For a recruiter, it can be incredibly frustrating when the results are not as expected when you have spent a lot of time and energy developing a solid recruitment strategy. Finally, it is the employees in the company that make up the backbone, and the company will suffer if you are unable to fill in with the right candidates.


But have you ever wondered why your recruitment strategy doesn't work?


There may be many reasons for this, but we have taken some here for us:



1. Not set measurable goals


A classic. There are far too many companies that do not have clear goals with their recruitment strategy, and how do you know if you succeed or not? Most do not understand the importance of clear goals until their strategy produces poor results. Having clear goals from the start is extremely important and probably not stressed enough.


The goals you set at the beginning of the strategy will be a yardstick in terms of whether you succeed or fail with the strategy and allow you to make adjustments along the way. Again, this will determine an ROI (Return on Investment) on the recruitment strategy and you will be able to improve and adjust them in the long term.



2. Complicated recruitment process


How easy is it to find a job at your company? Have you ever tried to go through a whole recruitment process from a job seeker's angle? Some of the obstacles that are often in the way are whether the career pages are hidden at the end of a page or worse, behind the "about us" tab. There are far too many pages to fill in to apply for the position, it is not possible to upload a CV, poor communication with the candidates and generally little involvement. A recruitment process should not be unnecessarily complicated, but rather simple and intuitive. Is it time to review the process?



3. Poor interview processes


The goal of a company seen with recruitment eyes must be to give the candidate an insight into the company and let them define a way they can contribute to further growth. At the start of the interview process, most candidates notice whether the company wants them, so why should they ever make/feel anything else?


Avoid these pitfalls:


  • Let candidates wait long for interview or feedback

  • Read their CV in front of them

  • Show that you are an interviewer who poorly prepared

  • Poor interview skills



4. Don't use social media for employer branding


How many times has it not been seen that companies have their own Twitter, Instagram or Facebook pages for recruitment and then only publish job ads on them? There is very little social about this and it also does not encourage interaction. Social media is designed for bidirectional communication and not for publishing general information in-cab and torment, in this case, job listings.


Rather use social media to show something more personal from the office or tell a story. Candidates are interested in knowing how their everyday life would be with you or the culture they might be part of. This will help them define whether the workplace is something for them and whether they fit in or not. If you manage to present some insight into the corporate culture and everyday life, you will gain confidence in future candidates.



5. Accept mediocrity and pure laziness


This problem occurs more often than what many jobs will admit. It is accepted that you do not have the best recruiters or the best recruitment tools, outdated technology, non-delivering consultants, job descriptions that are outdated and internal processes that belong to the past century. One is often aware of these issues but chooses to leave them.



6. Lack of candidates


It is no secret that there is a lack of expertise in many professions, also in many jobs in general. Some occupational areas and geographical areas are particularly affected by this. But many companies use a lack of expertise as an excuse not to find good enough candidates for advertised positions. The biggest problem is probably always looking for someone who is perfect for the job right away and often overlook those who are more accessible with the potential to grow to be perfect for the job. As a recruiter, it is also important to know exactly what you are looking for before starting recruitment, what skills are needed and where to find more candidates of this kind. 


It is possible you recognize yourself in some of the points above and it might be a nice place to start. Small adjustments can result in major improvements.


Good luck with your new recruitment strategy.