What are the side effects of a bad recruitment process?

What is the best case scenario for a company in hiring? The easy answer would be to get the best talent at the minimum cost. However, this scenario is next to impossible, and companies know it, which is why they try to get as close to this perfection as possible. This is why companies are always looking for ways to improve their hiring process, even if it is by a small margin. This is because no companies want to bear the side effects of the recruitment process, which is ineffective and biased.

A bad recruitment process slowly but surely corrupts a company’s working environment, making it more toxic. Sometimes, even a flawless recruitment process does not yield results because of inefficient recruiters. We have already discussed how important good recruiter traits are for a company, and thus, companies have to be always receptive to ideas that might improve their recruitment process.

However, before we delve into what constitutes a good recruitment process, we must first understand its side effects.

Side effect of recruitment process

Involves huge costs for hiring 

A company with an inefficient recruitment process will always have a high attrition rate. This means that employees are continuously leaving the organization and have to be replaced. This puts a huge drain on the company’s resources as they have to continuously hire new people. It also means that recruiters are busy hiring people and have little to no time in formulating policies that actually improve the workplace environment. 

Also Read: How BarRaiser eliminates the need for interview debriefs

Puts huge workload on the hiring team 

While there are always talks of a company’s attrition rate, it is rarely focused on the people who are hiring. At the end of the day, we must first understand that recruiters are humans, and working with them continuously is bound to decrease their inefficiency. So not only are they spending more time on the hiring, but the hiring quality is also declining. This will ultimately lead to the recruiter feeling burnt out, leaving the company and burdening the existing recruiters, who will be further burdened with more work.

Also Read: How BarRaiser offers end to end solutions for hiring

Can lead to bias in candidate selection 

One of the greatest challenges that any company faces is bias in the hiring process. As bias can also be subconscious and unconscious, it is very hard to detect whether it is gender, race, or even sexual orientation. So, another side effect of the recruitment process is a biased selection of candidates that may come from a specific background. And a place lacking diversity will immediately see a decline in creativity and innovation. In addition, productivity will see a huge dip. Without the necessary means to recognize bias, this will become a never-ending cycle where incompetent employees will be hired, further degrading the company’s work environment.

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Stifles teamwork and bonding 

One way companies can increase workplace efficiency is to foster better inter and intra-team bonding. However, this is only possible when the recruitment process is flawless and candidates are selected who are not only talented but also have other skills, such as teamwork and leadership.

However, in an inefficient environment, where neither the quality of employees nor their longevity at the company is great, this prevents opportunities for employees to form strong bonds with their colleagues, thereby stifling the efficiency of the entire organization.

Also Read: Things To Remember While Selecting Interview Intelligence Tool

Increased turnover rate 

One of the metrics that companies fear is the turnover rate. It is defined as the number of people who leave the company in a specified period. While it is usually measured annually, some companies do this quarterly for further insights. Companies use turnover rate because it is a very accurate metric to measure the effectiveness of the human resources department.

So, a bad recruitment process will massively increase the turnover rate, thereby putting further pressure on recruiters to do fast and efficient hiring.

Also Read: Why is Industry knowledge important while hiring

How to improve the recruitment process 

Make precise job posting instructions 

Companies usually don’t realize that one key reason for a negative candidate experience is that they don’t post clear instructions while advertising their job postings. This means that even if they manage to screen a suitable candidate, they usually don’t accept the offer when they learn that the roles include responsibilities that are either out of their skill set or they don’t want to do it.

Therefore, companies can massively increase their prospects of hiring suitable talent. A good job description must include:

• The role 
• The number of experience required for the role 
• The salary 
• Must have skills and additional skills 

Conduct DEI hirings 

A McKinsey & Company Report from 2020 stated that a diverse workplace at the executive level was 38 per cent likely to generate more profit. This is why companies now employ Diversity, Equity, and Inclusion(DEI) hiring. A diverse workplace will ensure companies can hire candidates from untapped areas. A diverse office also fosters an environment of innovation, creativity, and better policy making. It also helps improve the company’s image, encouraging people from all walks of life to apply as they know they will be working for a company where their identity will not be questioned and will, in fact, be celebrated.

Also Read: Why is it important to use pronouns in hiring?

Train interviewers to recognize bias 

The greatest challenge in hiring was and will continue to be the consequences of recruiters’ bias. Since bias can be unconscious or subconscious, the best way to counter this is to make your recruiters understand that everyone can be susceptible to bias. This self-assessment is a crucial step in helping recruiters refine the way they evaluate candidates during the interview process.

Also Read: Myths and Facts related to AI hiring

Create a good feedback mechanism 

A great way to improve the recruitment process is to ensure they receive detailed feedback from candidates, especially those who have not been selected for the role. The candidates who are not selected can provide crucial data, including shortcomings in the interview. While not every candidate has a positive interview experience, asking them for detailed feedback will improve the image of the company, prompting good word-of-mouth publicity.

Also Read: Do we still need people in the age of Artificial Intelligence

Use data-driven decisions 

The importance of having data, especially good quality, is that it helps companies gain deep insights into the company’s workings.  This also allows companies to make unbiased decisions based on some metrics. The major metrics that companies use to improve the recruitment process are:

• Turnover Rate 
• Attrition Rate 
• Time to hire 
• Cost to hire 
• Quality of hire 
• Referral Rates 
• Offer Acceptance Rate 

How BarRaiser helps in improving the recruitment process 

Now that we have discussed the side effects of the recruitment process, we must understand how to improve it. As we have mentioned previously, there are several traditional ways to counter it. However, every other company does this, so what should organizations do to gain that extra bit of advantage?

This is where we present to you BarRaiser, a state-of-the-art AI-based interview assistant that will take the quality of your hiring to the next level. With BarRaiser, recruiters can create a detailed interview plan for candidates. The interviewer can give specific instructions to our AI bot to create an interview, such as:

• The questions for the interview 
• The number of rounds for the interview 
• The duration of the interview and its specific sub-parts 
• The number of parts that the interview must be divided into and their durations 
• Must have questions 
• The number of experience required for the job posting 
• Must have skills
• Additional Skills 

Using these instructions, our tool will create a structured interview format to ensure an unbiased candidate selection process.

After this, our AI Interview Copilot acts as an assistant to the interviewer, giving them specific instructions. For example, if the interview exceeds the time limit, the AI bot will send an alert to the recruiter to speed up the process. In addition, we are also committed to making our process as unbiased as possible. This is why our AI transcribes and records every interview and immediately raises an alert if the recruiter uses language that might be considered discriminatory to the candidate. 

After the interview, the AI asks for a detailed review of the candidate from the interviewer. We believe that our tool is an assistant and not the decision maker, so it formulates answers only after receiving instructions from the interviewer. While this is happening, the AI is also creating another report that measures the recruiter’s effectiveness and their performance. This report acts as a check and balance to ensure accountability for every stakeholder involved in the recruitment process.

Using BarRaiser, we guarantee you quality hiring that will also bolster diversity and inclusion. BarRaiser is the best AI interview platform that features structured interviews and tools to ensure quality hiring while eliminating biases from the recruitment process. With BarRaiser’s support, you’ll be well-equipped to build a strong team of sales associates who will drive sales and deliver exceptional customer service.