30 Steps

Risk Mitigation

Top 6 Reasons for Failed Recruiter Placements and How to Prevent Them

Reason 1

Poor Cultural Fit

Even when a candidate has the right qualifications, they may not thrive if they don’t fit into the company’s culture. A mismatch in values or working environment can lead to early exits, costing both the company and the recruiter valuable time and effort.

How to Mitigate It:

Ensure the candidate meets their prospective manager and team to discuss the company’s culture during the interview process.
Confirm whether the candidate has experience in a similar culture, or if they are open to adapting to it.
Ask the hiring manager to clearly explain the company’s work environment and culture so the candidate can assess whether it aligns with their expectations.

Reason 2

Mismatch in Expectations

A common reason for placement failure is when the job doesn’t match the candidate’s expectations. This happens when the responsibilities, day-to-day tasks, or growth opportunities were not clearly communicated, leaving the candidate dissatisfied once they start.

How to Mitigate It:

From the very first interview, instruct the hiring manager to clearly describe the job and daily tasks to the candidate.
Confirm with the candidate that they fully understand the role and are happy with the responsibilities.
Check with the hiring manager to ensure the role and responsibilities won’t change unexpectedly, and clarify the circumstances under which they might evolve.

Reason 3

Lack of Proper Onboarding

An effective onboarding process is crucial for ensuring a candidate’s success in their new role. Without proper training and support, even the most qualified candidates may struggle to integrate, leading to poor performance or early resignation.

How to Mitigate It:

Ensure the client has a structured onboarding plan. If they don’t, assist them in developing a simple, structured process.
Follow up with both the candidate and the client two weeks before the start date and two weeks after to assess how the onboarding process is progressing.
If the notice period before the start date is longer than one month, ensure the candidate and hiring manager meet at least once every four weeks. This is a must to maintain engagement and alignment.

Reason 4

Overstated Skills

Sometimes, candidates or recruiters overstate a candidate’s skills and capabilities. This mismatch between expectations and actual performance can lead to frustration for both the candidate and the employer, eventually resulting in a failed placement.

How to Mitigate It:

Ensure the hiring manager conducts a thorough skills assessment or practical test to verify the candidate’s capabilities, and confirm that they are happy with the results.
Discuss with the candidate whether they need or want additional training to upskill for the role, and offer this as part of the job package if necessary, with a clear budget and timeline.

Reason 5

Unclear Role

In fast-moving companies, role requirements can evolve quickly, sometimes even during the hiring process. If the role shifts significantly after the candidate is hired, they may no longer be a suitable fit, leading to a failed placement.

How to Mitigate It:

Schedule regular check-ins with the client throughout the hiring process to confirm that the role’s requirements remain stable.
If the role is likely to change, suggest additional hires or other staffing solutions to accommodate these shifts without compromising the initial placement.

Reason 6

Personal Circumstances

Personal circumstances, such as family commitments, relocation, or health issues, can sometimes lead to a candidate leaving unexpectedly. These changes are often unforeseen but can still cause placements to fail.

How to Mitigate It:

Discuss the candidate’s long-term stability and potential personal challenges early in the interview process. This helps anticipate any foreseeable disruptions and allows both parties to address concerns upfront.

The 30 Step Placement Process

Old is gold, the 30 Steps by Tony Byrne.