Why do recruitment and selection processes usually fail?

Answer 1

Recruitment and selection processes usually fail because they are based on insufficient information. Here's my list of the 9 biggest mistakes I see: Not making the role or job description clear, in sufficient detail, and with a defined process not using any standardized interview questions (the same for all candidates) not having defined and standardized competency-based behavioral questions (the same for all candidates) not having an agreed approach to references, who should be contacted when and what information is required from them not doing structured behavioral interviews (the same for all candidates) not doing a proper psychometric test (and relying on unstructured assessments instead - this is illegal in many parts of the world!) No structured interview process (for example, no consistent approach to ratings), no scoring of responses within structured interviews Not following a consistent rating system at each stage of the recruitment/selection process.

A common mistake is also not asking enough people where a candidate performed well or badly - it's easy to ask only the previous manager and that person will always say everything was fine!

I hope the answer is right. If any queries comment below to follow me on my profile for any types of Job-related activities on my page.

Thanks