Very early on, employees will know if the employer promises are being kept and their expectations are being fulfilled. Any omissions or lack of information about the reality of the new role can lead to mistrust and employee disengagement and result in people leaving prematurely. Constant recruiting is a costly exercise in terms of money and time.
Poor recruitment processes are commonly the villain when:
- Expectations are not met between the employee and organisation if the job is oversold by the recruiter
- The wrong person is hired and there is not a suitable match
- There is a flawed induction process where the new employee's sense of belonging is stagnated
- Resisting the temptation to fill the vacant role with someone who may leave in 6 months anyway if the match is not right
- Doing new-recruit career development programs before employees start fully with the company
- Audit your employment process and compare the professionalism of external recruiters
- Be totally honest about the role and organisational experience (e.g. "A promotion won't be considered for the first 12 months." Or, "You have to work hard to get bonuses.")
- Reviewing your induction processes
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