Hays Ireland recently published a report which said that 46% of employees who left a role within 12 months did so because the role did not meet their expectations.
The Hays survey of 1,800 workers showed that many specified that the job descriptions were misleading, the application process was poor; at interview stage they were not interviewed by their line manager, their interviewer was not prepared for the interview, the process and communication through the process was poor and then once on-board the promised training was not provided. Another survey by Robert Walters found similar results in that 70% of workers believe they were misled at induction stage about the company culture.
Hays has said that 74% of employers plan to recruit in 2018, and of those 68% intend recruiting for permanent positions. Given the considerable amount of effort it takes to find good candidates in the current market, the cost in terms of time and budget, why are companies not being smarter about their recruitment and on-boarding process? This is a ‘lose-lose’ situation for both the employer and the employee. Why not look for the person who is both a good match for and who also wants the role? In the Robert Walters survey 61% of respondents said once ‘on-board’ they found that their responsibilities did not match the job description.
Focus on clear and simple job descriptions
Employers need to focus on writing clear and simple job descriptions, prioritising the tasks expected of the candidate on a daily basis. If an employer is seeking a Data Entry Administrator, then state this clearly and explain that this is 90% of what the person’s time will be spent on. By making the role appear different or more complex they are potentially putting off a candidate who is genuinely seeking a Data Entry Administrator position and instead are hiring people who will be disappointed.
Examine the interview process
Next, employers need to examine the interview process. First impressions count for the candidate as well as the employer. 64% of respondents to the Hays Ireland survey stated that they got a poor impression of an organisation at early interview stage because the organisation seemed unwelcoming. Company culture is playing an increasing role in candidates’ decision making about joining an organisation. So, what impression does your organisation give to visitors amongst whom are potential employees?
Some of these statistics do not come as a surprise to me personally, as someone who recently changed job and spent a number of months becoming a little wiser to the recruitment process. I have first-hand experience of some of these issues. I am pleased to say that since joining Voltedge Management I have observed how our HR Consultants guide and advise our clients in this regard so that they can avoid the pitfalls.
Roslyn Keogh, Project Manager