The definition of insanity is doing the same thing over and over again, yet expecting a different result.

If you’ve spent many wasted hours and dollars trying to fill a vacancy without success, it may very well be that your approach to recruitment needs to change. Otherwise, you will continue to get the same (lacklustre) result.

But how do you identify what needs a shake-up and how do you avoid throwing the baby out with the bathwater?

While skill shortages, low unemployment and a lack of housing are external factors you cannot control, you can often make improvements within your business that can change the outcome.

Based on the notion that sometimes we can’t see our own bald spot, we’ve compiled 10 soul-searching questions you can ask yourself to help you find those hidden gems that will turn your recruitment woes into wins.

Recruitment questions to help improve your outcomes

1. Are you chasing unicorns?

It’s ok to have high standards as long as they are realistic. However, we witness employers on a daily basis, stacking up their recruitment criteria so high that it becomes almost impossible to find someone. This is what we call ‘chasing unicorns’, as it often leads to employers seeking a mythical being that simply does not exist.

There are a number of ways to solve this. The first is to split your job requirements into ‘essential’ and ‘desirable’, while avoiding the temptation to add any new ones. If you can do this, you’ve just increased the chances of someone being able to meet your specifications.

If, after this process, you are confronted with a full list of essential requirements, you should consider external guidance. Our recruiters will help you align your position with the market, disciplines and logical skill groupings. The added benefit of this process is that your hire will have a better chance of success, because they won’t be trying to be a jack of all trades.

2. Are the job responsibilities realistic?

Following swiftly on from the unicorn chasing, is the setting of unrealistic responsibilities to the point that any candidate reading this list will quickly realise they need to work 10 days a week (if that is humanly possible).

It’s a common trap employers set without noticing. While entrepreneurs, business owners and managers may have worn many hats or completed many of these tasks themselves originally, it’s not a simple 1-to-1 transfer. Usually, you’re seeking additional support because the organisation has grown, so those functions you once carried out have grown in scale and time. Similarly, the recruit will likely need to follow processes and procedures, such as stakeholder engagement and approvals. What was once a one-person decision process is now a four-person round robin. It’s because of this that tasks can take longer.

While we’re not advocating for non-productive employees, it is important to reflect on how realistic it is for someone to complete their responsibilities in the time they have available.

3. Are you missing out on passive talent?

If you’ve exhausted the usual recruitment channels, it might be time to broaden your approach. While job ads are a valuable tool, they tend to attract only the most active job seekers, which is a portion of the talent pool.

One of the key advantages of working with a recruitment agency is access to a broader network, including candidates who aren’t actively browsing job boards but are open to the right opportunity. These passive candidates will often be in contact with a recruitment agency for discretion, even if they’re not out there actively applying.

If you have a strong industry network, that can also be a great source of potential talent. However, a recruitment agency can provide access to a much larger database of candidates, most importantly, the passive ones you won’t find on job boards.

4. Does your recruitment process drag on?

There’s nothing quite like striking while the iron’s hot. But let’s be honest, how hot can it be when your process requires a four-week application window, a three-round interview process that spans two months, plus testing, and of course, reference checks? Whether we’re being facetious or scarily accurate with our timelines, the point is that there is value in being efficient (note, that’s not the same as cutting corners).

Imagine your ideal candidate is looking for a new role, they’ve got two positions they’re interested in. One employer navigates the above steps within four weeks, while the other seems to drag the process out over months. The chances of the candidate taking the first job are almost 99.99%.

5. Are you showcasing career growth?

“Everybody wants to rule the world”. Allegedly. However, almost everyone would like career progression. With this in mind, managers, especially those interviewing candidates, should be ready to answer questions around the topic confidently. If you’re unable to give a convincing answer, that may be a sign to the candidate that it’s not the job for them.

While the hierarchy in small businesses may be relatively flat, this doesn’t mean you have nothing to offer. A recruitment agency will have experience with all sizes of businesses and can help you identify tangible development opportunities that fit your organisation’s needs and resources.

6. Do you have a weak employer brand?

If you are having difficulty attracting talent, one possible cause could be a weak or even poor employer brand.

It’s important to remember that candidates will do their research and look for clues about what it’s like to work for your organisation.

We find that more often than not, it’s a poor online presence or inconsistent messaging that raises some concerns. For example, if your job advertisement paints a picture of your organisation that doesn’t feel congruent with their experience when dealing with the recruitment manager, it can signal something isn’t quite right.

To resolve this, try genuinely reflecting your company’s culture and values and ensuring they feed through to all touchpoints. If you can also share some employees’ stories or testimonials, that will also go a long way to persuade candidates that working for you is a great move.

7. Does your company culture suck?

While a weak employer brand will make it harder for you to convince a candidate to apply, having a company culture that sucks will make it almost impossible to attract top talent.

From quick fixes, such as poor or unprofessional communication between your organisation and the candidates, to more severe signs like low morale or poor leadership. While you may think the candidate won’t notice these issues, you’d be surprised at how much they ‘see’ during the recruitment process.

A recruitment agency can help you identify your “bald spots” and quickly apply remedies that keep candidates excited about joining you.

Addressing the more severe issues will take time, but acknowledging that they exist and need improvement is the first step in correcting your company culture.

8. Does the pay stack up?

Unfortunately, money talks. It’s increasingly difficult to hire someone if the remuneration isn’t competitive.

If you find other, similar roles advertised at a similar seniority for a higher salary, there are a few choices.

One is to increase the salary to be at least within the same band as your competing vacancies.

The other option, especially if you’re restricted financially, is to consider a slightly junior candidate pool.

The best option is to seek guidance from a recruitment agency which can advise you on market trends and benchmarks way before you (or the agency) advertise. Sometimes you only get one chance to make a great first impression.

9. Can you hire from within?

Sometimes it makes sense to nurture talent from within, especially if their knowledge of your organisation is in-depth and they’ve successfully tackled past challenges. There’s nothing better than future candidates hearing first-hand about someone you’ve actively developed and supported to advance their career.

As we’ve discovered already, people are looking for career progression, and your latest hard-to-fill vacancy could be the perfect opportunity for someone already in your organisation.

Be careful not to merge their existing and new roles into one, as this often leads to failure and could leave you with two vacancies instead of one.

10. Do you need help?

A problem shared is a problem halved.

If you could benefit from the guidance and expertise of a recruiting agency, that may not only save you time but also expedite the process of finding the talent you’re searching for.

For a free, no-obligation chat, please contact our expert recruitment team to see how we can turn hassle into hire.