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Every Employers Worst Nightmare!

“This is not the job I was hired for!” “This interview is nothing like the job advertised!” Sound familiar? Avoid this scenario with 6 simple steps!

Employers listen up….this is a very common complaint that we hear from job seekers when applying for roles only to discover upon interview that the role is completely different to what was described in the ad. Worse still we hear from many disgruntled employees who have taken on new jobs only to find a few weeks in, the role is nothing like what they discussed in the interview-leaving them regretting their decision to leave their last position.

Scenarios all employers want to avoid right? We sympathise with you - hiring staff is a costly exercise not to mention the disruption experienced by the existing team and loss of productivity that goes along with any new hire. You most certainly don’t want to compound the problem by having negative company feedback circulating the industry as a result of disgruntled interviewees or new recruits.

It all comes back to organisation, planning and having an accurate job description prepared BEFORE advertising.

 

1.       Ensure your job descriptions are reviewed regularly and written by someone in the role rather than a 3rd party who are often removed from the daily tasks.

 

2.       Have the ad reviewed before it is placed to make sure it is an accurate reflection of the position on offer.

 

3.       Structure your interview questions around the job description and desired outcomes of the role to ensure you are getting the best matched person for the job.

 

4.       Encourage the potential employee to ask questions about the position to indicate they have a thorough understanding of what is required for the role.

 

5.       Add a 2nd interview stage to your recruitment process to enable both parties to discuss aspects they may be unclear or hesitant about. Have a team member who they will work with attend the meeting to get an idea on company fit.

 

6.       Once hired it is vital that you have a formal induction programme in place for your new recruit. Schedule regular meetings  to address any issues & questions either party may be experiencing.

 

With the right preparation, hiring new talent to your business should be an exciting time for both you and your new employee! 

Kristi Gomm

Tags: Employer Employing New Staff

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About the Author

Kristi Gomm

Kristi has been a member of the inPlace Recruitment team since 2001. Kristi has established excellent relationships with our clients and she brings a wealth of recruitment knowledge and experience to her role as well as over 15 years travel industry experience. In 2014 she moved into a Marketing position and is now the Marketing Manager at inPlace giving Kristi a chance to put her creative talents to good use.