Many top companies now have a haphazard approach to recruitment. They start looking for “recruitment plan” when things get busy, but they don’t really understand how to get with it.
They can’t define what the employee is supposed to do, or what the employee is supposed to accomplish within the role. The result is the employee feels frustrated because they don’t know how to be successful. The employer is similarly frustrated, because they have no idea whether they’re getting the full value out of the employee’s work. In short, there’s no hiring plan.
This happens all the time.
Vague, poorly defined job roles and business needs have other consequences as well. Vague jobs tend to attract people who are desperate for jobs. They don’t bring in the top talent—the people who are really good at what they do, who know their own worth and understand the problems they’re there to solve. This means you’re missing out on your chance to recruit the best and the brightest.
How to create a hiring or recruitment plan
They can’t define what the employee is supposed to do, or what the employee is supposed to accomplish within the role. The result is the employee feels frustrated because they don’t know how to be successful. The employer is similarly frustrated, because they have no idea whether they’re getting the full value out of the employee’s work. In short, there’s no hiring plan.
This happens all the time.
Vague, poorly defined job roles and business needs have other consequences as well. Vague jobs tend to attract people who are desperate for jobs. They don’t bring in the top talent—the people who are really good at what they do, who know their own worth and understand the problems they’re there to solve. This means you’re missing out on your chance to recruit the best and the brightest.
How to create a hiring or recruitment plan
No comments:
Post a Comment