Why Your Recruitment Process is Failing You

Feb 26, 2018

There are a number of reasons your recruitment process may be failing you, but the following are the most common, and also the ones that will make the most difference when you work to enhance them:

Staff don’t enjoy working for you

The recruitment process actually begins before it begins…

It starts internally, with employee engagement; how engaged your current staff are to the company. If your current staff don’t enjoy working for you, it’s a good indication as to how you’re doing as far as being effective in attracting top talent.

Because top talent demands to work for companies of choice, because they know full well they have the pick of the bunch.

In addition, there are many online review sites where candidates can go to check reviews of current employees - if your staff are bad mouthing you, you are not likely to attract quality candidates who do their homework.

Not having a clear idea of what you need

Just because you outsource headhunting, does not mean the quality of candidates improves...

If you are not clear about what you want, how is the headhunter going to know?

Unfortunately, many less experienced executive search agencies don’t own this problem, and don’t effectively drive the process (so make sure you choose the right headhunter!)

Another major issue is not thinking outside of the box, but instead following the traditions of the past...for instance, requesting that the candidate have qualifications that they don’t need for doing the job. When this is the case, you often block the potential for getting exceptional candidates, but who don’t apply for the job because they lack this or that degree.

Which is more important to your company?

Experience or degrees?


Lack of proper briefing to the headhunter

The company you outsource part of the recruitment process to, should take responsibility for the brief, but it’s a good idea for you to know exactly what points are important to get across, especially when you first hand over the job and don’t yet have a relationship with the person allocated to your company.

Of course the headhunter is the professional, but where companies have a specific culture fit for example, you need them to know what exactly you are looking for, otherwise the headhunter will simply use standard defaults.

An example of why this may be problematic, is because headhunters usually demand certain qualifications from candidates which may not even be necessary for the position, or may block the best from applying.

Failure to hone in on your target audience

Again, this should ideally be the responsibility of the headhunter, but often an executive search agent will not have the expertise to target a certain audience when distributing the ads for the position, and it’s too important to leave to chance.

Side note! When choosing a headhunter, it’s a good idea, for this reason, to find one that specialises in a certain niche - your niche - because it means they understand your business, as well as your target audience.

Jefferson Maguire specialises in retail, finance, FMCG and renewable energy.

How does an intimate understanding of the target audience, aka the ideal candidate, impact the recruitment process?

When the headhunter performs the marketing phase of the recruitment process, the marketing message becomes lost to the right candidates, because the ad does not address their needs or desires. This in turn, makes the ad ineffective and you won’t get the best group of candidates.

Your interview process is ineffective

Companies have been interviewing candidates for years already, but the majority are not optimising the process in order to save time and achieve the best results.

Interviewing has three purposes:

  1. To meet candidates.
  2. To sell the idea of working at the company, and
  3. To extract unspoken information to determine the suitability of candidates.

Point number 1 is achieved, but as for point number 2… most companies don’t place emphasis on selling the company, as they tend to have the mindset that candidates would be lucky to be chosen to work there, and the majority of companies totally miss the mark on point number 3, unable to find out vital details like true emotional intelligence, and only relying on the spoken word and physical impressions.

In conclusion, all of these issues (barring two), as to why your recruitment process is failing you, can be sorted when you select the right executive search agency.


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