By ChandlerWoods
Whether you're running or managing a business, it's important to make sure that you're doing everything you can to make HR and recruitment as smooth as possible. Unfortunately, many businesses make common mistakes that can end up costing them time, money and resources.
ChandlerWoods is an award-winning HR and recruitment agency based in Sydney with a wealth of experience helping clients overcome these common HR and recruitment mistakes.
Let's take a deep dive into the five biggest HR and recruitment mistakes businesses make, and how to avoid them.
Not writing clear job descriptions
When it comes to HR and recruitment, one of the most common mistakes businesses make is not writing clear job descriptions. This can have a number of ramifications, including difficulty in finding qualified candidates, increased time to fill the role, reduced productivity as employees struggle to understand their role and what's expected of them and perhaps even poor retention rates as employees feel that they're not able to do their job properly or don't see a future with the company.
To avoid this, make sure that you take the time to write clear and concise job descriptions that outline the key duties, responsibilities and required skills for each role. You should also consider using a job description template to ensure that all your job descriptions are consistent.
Not adhering to employment legislation
There are a number of ramifications for businesses that don't adhere to employment legislation. Firstly, you can face fines and other penalties from the government if you're found to be in breach of employment law. Additionally, you can experience increased HR and recruitment costs as a result of having to deal with employee disputes and hiring replacements for employees who have left the company. Moreover, bad publicity can damage your reputation and make it difficult to attract top talent. Finally, not adhering to employment law can lead to decreased productivity and lower morale among employees.
Ensure you're up-to-date with all the latest employment legislation and that you have systems and processes in place to ensure compliance. You should also consider using an HR software solution to help automate HR processes and keep track of employee records.
If you're not sure where to start, ChandlerWoods can help. We are an award-winning HR and recruitment agency based in Sydney with a wealth of experience helping businesses comply with employment law. Contact us today to find out more.
Filling roles to address short-term needs
When businesses need to fill a role quickly, often the temptation is to hire someone without doing a proper recruiting process. This can lead to a number of downsides, including increased HR and recruitment costs as a result of having to hire and train a new employee (potentially more than once), reduced productivity as the new employee, who might be a poor fit, struggles to adjust to their new role and poor retention rates as the new employee may not be a good fit for the company.
To avoid this, make sure you take the time to do a proper recruiting process. This includes writing clear job descriptions, advertising the role, screening candidates and conducting interviews. It's also important to make sure you're taking into account your company's culture and values when making a hire.
Not engaging with a recruitment consultant
The main downside of not engaging with a recruitment consultant is that you may not be able to find the best candidates for the role. A recruitment consultant has access to a large pool of candidates, including those who aren't actively looking for a new job, and can help you find the best fit for your company. Additionally, a recruitment consultant can provide expert advice on the latest HR and recruitment trends, help you stay compliant with employment law and save you time and money.
If you're looking to fill a role in your company, we recommend engaging with a recruitment consultant. At ChandlerWoods, we have a team of experienced recruitment consultants who can help you find the best candidates for your business. Contact us today to find out more.
Not having an onboarding process
The main downside of not having an onboarding process is that new employees may not be able to hit the ground running and may take longer to become productive. This can lead to decreased productivity and lower morale among employees. Additionally, if a company doesn't have an onboarding process, new employees may not be familiar with the company's culture and values, which can lead to disputes and conflict.
To avoid these problems, it's important to have an onboarding process in place that outlines the key steps new employees need to take to get up to speed. This should include things like completing HR paperwork, attending orientation and training sessions, and meeting with their manager.
Hiring and HR mistakes can be costly for businesses, both in terms of money and lost productivity. In order to avoid these mistakes, it's important to have a process in place for hiring new employees, write clear job descriptions, keep up-to-date with employment legislation and engage with a recruitment consultant. Additionally, you should make sure you have an onboarding process in place that outlines the key steps new employees need to take to get up to speed.
If you're looking for help with HR and recruitment, contact ChandlerWoods today for a free consultation. We have a team of experienced HR consultants who can help you find the best candidates for your business, develop streamlined HR systems and processes and ensure you comply with employment law.
