Is Your Company Recruiting Wrong?


A bad hire can cost your organization big time. More expenses are incurred when you have to fire the person and restart the recruitment process again. Hiring the wrong candidate will hurt productivity, cause reputation damage, and damage morale.

According to CareerBuilder recent survey, 44% of companies are recruiting to hire full-time employees. However, the recruitment process is marred with formidable challenges. But you can have a smooth recruitment process if you avoid some of the common talent sourcing pitfalls listed below.

Mistake No. 1: Casually Waiting for Candidates to Apply

The core goal of your company is to select the most qualified candidates- that's obvious. Of course, you must post the job position on industry employment boards, social media pages, and job sites. However, with good talent in high demand for many employers, if you rest on your heels and are not assertive in your pursuit, another employer is likely to find that talent first.

That said, you should consider going further and seeking strong and qualified candidates. You always have to go for what you want! Proactively search for promising profiles on aviation niche job boards. Seek the top performers working for your suppliers and even competitors. Another great strategy is to ask your employees to refer potential candidates by offering them an incentive if the person will get hired and stay with the organization for 6 or even 12 months.

Bottom line don’t take a passive approach and wait for talent to land on your doorstep…go find it.

Mistake No. 2: Taking a Slapdash Approach During Selection Process

After getting a pool of candidates, you need to winnow and effectively narrow the list down for a fast and easy decision-making process. This is the recruitment stage where most entrepreneurs rely on perception to choose the best candidate. Even though you should never ignore your gut feel, make sure you have a consistent and expeditious process that is followed for all candidates when conducting phone screens, evaluating resumes and capturing the pros and cons to each candidate.

Mistake No. 3: Practicing Old School Interview

Old school interview practice is outdated and a turn off for candidates. Although many companies are still practicing it, the process is quite hectic, and it can be hard to get the right candidate. Is there any need to read potential candidates’ resumes, check their LinkedIn profile and still want them to undertake tests under pressure in an unusual environment?

Of course, their well-written resume and impressive profiles should excite you. But don’t stope there, now go further and conduct personality tests. Have the right questions that will help you gauge how the candidate will fit into the organization.

Direct Hire or Contract Work Could Be the Possible Solution

A stagnant selection and recruitment process can stall your organization’s progress. Each employee you bring on board might be an asset to the company or turn out to be a bigger liability. Organizations lose up to 41% of their productivity due to bad hire and drain the company in terms of cost, time, and employee morale.

Some companies will prefer a hybrid approach or hire permanently. First, let's define both.

  • Direct hire- It's also called direct replacement. This is the process where a staffing agency adds a permanent staff directly to the organization's payroll. The recruiting houses conduct the recruitment process and select prospective hires.
  • Contract Work- In this process, the selected candidate works first with the staffing agency before going to the company. It's now one of the most preferred method, especially in aviation jobs. Contract hire offers flexibility and efficiency by hiring a contractor directly after a successful contract period.

More and more, aviation companies are realizing that aviation staffing firms are a great source of top talent that minimizes the risk and cost with hiring. post on contract houses for jobs. Add talent and quickly fill the immediate need that will result in a long-term partnership that will continue to make sourcing to talent easier.

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