Learn about the problems that poor staff recruitment brings with it and identify if it is time to rethink your recruitment strategies.
We frequently hear about the importance of having optimal recruitment and advice for the Human Resources area. With regard to the above, in this article we will address the consequences of poor staff recruitment.
Consequences of a bad recruitment of personnel
1. Unified Vision Loss
An organization is understood as a group of people and means aimed at achieving the same purpose. Each one has a position, plays a role and has different responsibilities, but in the end all efforts come together in a unified vision; something that fractures when one of the elements generates opposition to the common goals.
2. Bad work environment
The organizational climate can be described in these terms when there are ego battles and a lack of empathy in the company. A recent event that exemplifies this phenomenon is the dismissal of employees or the reduction of salaries incurred by some companies due to the crisis and the fact that this led to a tense climate among collaborators of the same level.
3. Reduced productivity
The lack of clear criteria in the recruitment processes entails some problems for the administration of Human Resources. Among them, the lack of training and knowledge of work tools.
Other consequences are the demotivation of the collaborators who do not perceive themselves capable of responding to the demands of their position and the dissatisfaction of others who observe the deficiencies or errors in the processes.
When these factors are not corrected in time, the most common is that communication problems occur and that both productivity and the work environment are affected.
4. Staff turnover
Staff turnover is the departure of workers from the organization, either voluntarily or involuntarily. Some of the reasons why this occurs are job instability, demotivation or dissatisfaction at work, cuts in the business budget, lack of skills to develop in a job, low wages, poor relationship with managers or talent drain.
5. Lack of a candidate evaluation process according to the company
The wording of the vacancy and the channels through which it is transmitted are an important first step in establishing filters that allow you to target only candidates with profiles that match the needs of the organization. However, once these aspects are covered, it will be essential that you develop an evaluation protocol for the applications for each position.