How to avoid the pitfalls of a poor recruiting strategy

The cost of recruiting is one thing – but the cost of a poor recruiting strategy is another.

One of the most difficult things for many community services employers is the shortfall of qualified talent when and where you need it; often demand is high, and availability low. Unfortunately, urgent organisational need sometimes compels employers to fly headlong into the recruitment process without a well-measured strategy – and the mistakes can be disastrous for the long term health of your community services organisation.

So what are the big mistakes many employers make? And how can you avoid them? Let’s take a look:

The top 3 common mistakes community services employers make when recruiting: How to avoid the pitfalls of a poor recruiting strategy #hireup #greatpeoplegreatorganisations

1. The position description is unclear

Your organisation is growing, your possibilities are expanding. While this is exciting and sometimes a little unknown, it’s no reason to be sketchy about the position description.

   Failing to be specific about what you want in a new team member is setting both yourself and your new team member up for a fall. Unmet expectations hidden in vague dot points are a breeding ground for discontent as the months wear on, and this could be potentially harmful to your organisation’s progress.

   Start out as you mean to go on. And remember, there is always scope to review and negotiate changes through proper formal processes in the future. Make the expectations clear, and set your valuable talent up to win.

2. Not setting aside the resources

Another mistake community services employers can make is failing to set aside the resources needed for a new position.

   Now it’s obvious that hiring new employees is not a great decision when you don’t have the finance – but money is just one part of the resource pool that your newest team member will need. Think about the time and energy it will take to develop or sharpen their skills. Consider whether professional development costs will be covered. And where will this person work? Even in flexible workspaces you’ll need to think about their desk and phone, or even car availability.

   Take some time to consider what resources you currently invest into your team members – financial, professional and practical. Then factor these into your recruitment plan.

Urgent organisational need sometimes compels employers to fly headlong into the recruitment process without a well-measured strategy – and the mistakes can be disastrous for the long term health of your community services organisation.  #hireup #PeopleForPositions

3. There’s already someone perfect for the role

Finally, don’t forget about your existing team! Yes, you might have someone within your organisation already who could be perfect for the role you’re about to spend time and money recruiting to.

   Some employers have hang ups about recruiting from within – is that person ready? Can they handle new or different responsibilities? But instead of placing bets on their technical skills, consider what that person contributes to workplace culture, how they relate to others, and if they lead among their peers. Review whether it would be more beneficial to outlay resources on upskilling your existing talent, and recruiting to a different position down the line.

Are you ready to recruit?

Recruiting for community services doesn’t have to be a painful process. Instead, it should be an empowering process for both you as the employer and your future team member. To start your recruitment journey off on the right foot, avoid making these common mistakes and download our #RecruitReady Checklist[1] .

And when you’re ready, we’d love to use our extensive network to support you to meet your organisational goals


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