Managing a Casting Error
13 August 2011
Read by 2308 persons
Title: Managing a casting error. It is best to take precautions in advance to avoid falling into this trap, which proves very costly for the company.
Currently, the job market is experiencing a recovery. And for good reason, companies, having more visibility, are recruiting massively at the moment. Given that a large part of the decision-makers have not taken leave during this period, interviews have started a long time ago, but beware of casting errors. Indeed, it is not wrong to repeat that any mistake would cost the company dearly. According to Ali Serhani, Associate Consultant at Gesper Services, it is necessary to establish a "short list" to know and define its real needs.
And for good reason, it is necessary to determine the skills required for such and such a position. The cost of a casting error would be significantly higher when it comes to hiring a specialized profile. So many preliminary precautions to take before launching this operation.
Since it is not an exact science, human resource management is more complex since human capital is fluctuating. It is likely that the chosen person will be the rare pearl, which is a good thing. However, it is possible that the chosen candidate is incompetent or has an inappropriate attitude or is mismatched with the proposed position. In this case, the company must decide. In some cases, managers give a second chance to this new element. Sometimes, some profiles, especially young people, need some time to adapt to take their position in hand.
To do this, the manager will have to discuss with the recruit, regularly check in with them in order to identify their strengths and difficulties. If, after all these attempts, the candidate proves to be irretrievable, it would be best to part ways with them and look for another person with the appropriate technical and theoretical skills, as well as the know-how and know-how to allow them to assert themselves and integrate into the company. Certainly, the most difficult thing for a recruiter is to admit that they have made a judgment error, but especially once they are aware of it, they must not adopt the ostrich policy to save their skin. The key word remains that it is necessary to make a decision to protect the company.
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"The recruiter must know what they want before launching a hiring operation"
Expert Opinion • Ali Serhani, Associate Consultant Gesper Services
How to fix a casting error in recruitment? Should you make a decision or continue when the person is irretrievable?
I will first answer the second question. If the recruited person proves irretrievable, then it is necessary to quickly separate from them and not to have any qualms, because it sometimes concerns the life of a company or a department, especially if the recruited profile has a strategic place within the company. However, it is necessary to check if the casting error does not come from the employer and therefore from the recruiter. In two words, you sometimes have a recruiter who does not know what they want. So they do anything, they recruit a person and are forced to separate from them a few months later, because although valid, they do not correspond to what they were looking for. Therefore, the employer-recruiter must know what they want before launching a recruitment operation.
As for your first question, I would say that we have two options. The first: when the employer recruits directly, they must always have a plan B. Let me explain, when they meet several candidates, they must establish a "short list". When their choice falls on a candidate, they must always have two or three other valid candidates on hand ready to replace the first if they prove to be failing or simply if they leave the said employer.
As for the second option, if the recruitment is carried out by a headhunter, then the employer must be very clear with the latter since a guarantee period exists. If the chosen candidate proves not to correspond to what the employer is looking for, then the recruitment firm must replace them as soon as possible, on the condition first of course that the departure of the candidate is not due to the employer but to the candidate. Finally, I would conclude that recruitment is not an exact science, because we are dealing with what is most complex in creation, namely "Man".
How to know if a new recruit is not suitable?
Within the first three months, you already have an idea about the recruited employee. Do not forget, "chase nature, it comes back at a gallop". Faced with everyday reality, a candidate reveals himself. Either they are capable, or they are "out". In the latter case, it is better to show them the exit as quickly as possible. However, I will not stop repeating it, you must be sure that it is not the company, and therefore the employer, who is "out". In this case and before any recruitment, it would be advisable for the company to know what it wants before hiring anyone. Because they risk making unhappy people.
When should you act to reduce losses?
When an (inexcusable) mistake is made by the candidate or when the latter is unable to integrate into the company, especially if it is well organized and has a strong and healthy corporate culture. So it is better to separate from them as quickly as possible, because they do not correspond to the spirit of the company and therefore it is better to limit the damage.
What can a casting error cost the company?
In two words: A waste of time and money. It should not be forgotten that recruitment, especially when it comes to a specialized profile, takes a lot of time and, as you know, time is money. It is necessary to add the number of people in charge of this recruitment and what they cost the company for all the time spent on recruitment.
A casting error can sometimes be avoided when you proceed, for example, and simply to internal recruitment. You sometimes find in companies several versatile employees to whom career opportunities are not offered. So instead of venturing to recruit externally, first try to find the rare pearl that "sleeps" in your employees. If you cannot find what you need, then proceed to external recruitment after having taken all possible precautions.
Some companies hire the lowest bidder, under the pretext that a casting error would not cost them dearly. Is this a solution?
I think you know the famous expression "making penny-wise pound-foolish savings". Employers who reason in this way will not go far because they confuse vegetables and fruits with human resources. It's as simple as that, you just have to find the right candidate and pay the right price. Of course, having beforehand done a benchmarking of the best salary practices for the type of profile you wish to recruit. It is not necessary to see what you will pay at the end of each month, but rather what the recruited employee will "bring" in the medium and long term.
What are the criteria on which it is necessary to be uncompromising during recruitment, to avoid falling on the wrong candidate?
We have, among others, three important criteria that complement each other. Criterion number one: the technical skills required for the position (theoretical or practical) as well as the required professional experience, which is quite normal. Criterion number two: the "know-how" and "know-how". Without a doubt, this is what makes the difference during recruitment. Criterion number three and which remains fundamental: The morality of the candidate. Find out as much as necessary about the latter, while respecting, of course, their private life. You may have a candidate who meets the first two criteria, but when you inquire about the third, you may find yourself facing a patented scammer or a professional cheat and so on.
By Nadia DREF
Published on July 25, 2011.
Posted online on August 13, 2011.
Lematin.ma
Currently, the job market is experiencing a recovery. And for good reason, companies, having more visibility, are recruiting massively at the moment. Given that a large part of the decision-makers have not taken leave during this period, interviews have started a long time ago, but beware of casting errors. Indeed, it is not wrong to repeat that any mistake would cost the company dearly. According to Ali Serhani, Associate Consultant at Gesper Services, it is necessary to establish a "short list" to know and define its real needs.
And for good reason, it is necessary to determine the skills required for such and such a position. The cost of a casting error would be significantly higher when it comes to hiring a specialized profile. So many preliminary precautions to take before launching this operation.
Since it is not an exact science, human resource management is more complex since human capital is fluctuating. It is likely that the chosen person will be the rare pearl, which is a good thing. However, it is possible that the chosen candidate is incompetent or has an inappropriate attitude or is mismatched with the proposed position. In this case, the company must decide. In some cases, managers give a second chance to this new element. Sometimes, some profiles, especially young people, need some time to adapt to take their position in hand.
To do this, the manager will have to discuss with the recruit, regularly check in with them in order to identify their strengths and difficulties. If, after all these attempts, the candidate proves to be irretrievable, it would be best to part ways with them and look for another person with the appropriate technical and theoretical skills, as well as the know-how and know-how to allow them to assert themselves and integrate into the company. Certainly, the most difficult thing for a recruiter is to admit that they have made a judgment error, but especially once they are aware of it, they must not adopt the ostrich policy to save their skin. The key word remains that it is necessary to make a decision to protect the company.
---------------------------------------------------------------------------------------------------
"The recruiter must know what they want before launching a hiring operation"
Expert Opinion • Ali Serhani, Associate Consultant Gesper Services
How to fix a casting error in recruitment? Should you make a decision or continue when the person is irretrievable?
I will first answer the second question. If the recruited person proves irretrievable, then it is necessary to quickly separate from them and not to have any qualms, because it sometimes concerns the life of a company or a department, especially if the recruited profile has a strategic place within the company. However, it is necessary to check if the casting error does not come from the employer and therefore from the recruiter. In two words, you sometimes have a recruiter who does not know what they want. So they do anything, they recruit a person and are forced to separate from them a few months later, because although valid, they do not correspond to what they were looking for. Therefore, the employer-recruiter must know what they want before launching a recruitment operation.
As for your first question, I would say that we have two options. The first: when the employer recruits directly, they must always have a plan B. Let me explain, when they meet several candidates, they must establish a "short list". When their choice falls on a candidate, they must always have two or three other valid candidates on hand ready to replace the first if they prove to be failing or simply if they leave the said employer.
As for the second option, if the recruitment is carried out by a headhunter, then the employer must be very clear with the latter since a guarantee period exists. If the chosen candidate proves not to correspond to what the employer is looking for, then the recruitment firm must replace them as soon as possible, on the condition first of course that the departure of the candidate is not due to the employer but to the candidate. Finally, I would conclude that recruitment is not an exact science, because we are dealing with what is most complex in creation, namely "Man".
How to know if a new recruit is not suitable?
Within the first three months, you already have an idea about the recruited employee. Do not forget, "chase nature, it comes back at a gallop". Faced with everyday reality, a candidate reveals himself. Either they are capable, or they are "out". In the latter case, it is better to show them the exit as quickly as possible. However, I will not stop repeating it, you must be sure that it is not the company, and therefore the employer, who is "out". In this case and before any recruitment, it would be advisable for the company to know what it wants before hiring anyone. Because they risk making unhappy people.
When should you act to reduce losses?
When an (inexcusable) mistake is made by the candidate or when the latter is unable to integrate into the company, especially if it is well organized and has a strong and healthy corporate culture. So it is better to separate from them as quickly as possible, because they do not correspond to the spirit of the company and therefore it is better to limit the damage.
What can a casting error cost the company?
In two words: A waste of time and money. It should not be forgotten that recruitment, especially when it comes to a specialized profile, takes a lot of time and, as you know, time is money. It is necessary to add the number of people in charge of this recruitment and what they cost the company for all the time spent on recruitment.
A casting error can sometimes be avoided when you proceed, for example, and simply to internal recruitment. You sometimes find in companies several versatile employees to whom career opportunities are not offered. So instead of venturing to recruit externally, first try to find the rare pearl that "sleeps" in your employees. If you cannot find what you need, then proceed to external recruitment after having taken all possible precautions.
Some companies hire the lowest bidder, under the pretext that a casting error would not cost them dearly. Is this a solution?
I think you know the famous expression "making penny-wise pound-foolish savings". Employers who reason in this way will not go far because they confuse vegetables and fruits with human resources. It's as simple as that, you just have to find the right candidate and pay the right price. Of course, having beforehand done a benchmarking of the best salary practices for the type of profile you wish to recruit. It is not necessary to see what you will pay at the end of each month, but rather what the recruited employee will "bring" in the medium and long term.
What are the criteria on which it is necessary to be uncompromising during recruitment, to avoid falling on the wrong candidate?
We have, among others, three important criteria that complement each other. Criterion number one: the technical skills required for the position (theoretical or practical) as well as the required professional experience, which is quite normal. Criterion number two: the "know-how" and "know-how". Without a doubt, this is what makes the difference during recruitment. Criterion number three and which remains fundamental: The morality of the candidate. Find out as much as necessary about the latter, while respecting, of course, their private life. You may have a candidate who meets the first two criteria, but when you inquire about the third, you may find yourself facing a patented scammer or a professional cheat and so on.
By Nadia DREF
Published on July 25, 2011.
Posted online on August 13, 2011.
Lematin.ma
