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5 Recruiting-Fehler, die zu raschen Kündigungen beitragen können

Gerade wenn es einen Mangel an passenden Bewerber*innen gibt, müssen Sie bei der Einstellung neuer Arbeitskräfte besonders vorsichtig sein.

Ob „Great Resignation“ oder „Great Reset“ – HR-Abteilungen sind heutzutage auf alle Fälle ziemlich beschäftigt. Eine beispiellose Anzahl von Kündigungen hat eine beispiellose Anzahl von Stellen geschaffen, die besetzt werden müssen. Wichtig ist es daher, ein Auge auf die eigenen Rekrutierungsmethoden zu werfen.

Bei hohen Stellenangeboten müssen Personalvermittler besonders sorgfältig sicherstellen, dass sie die richtigen Talente aus den richtigen Gründen einstellen. Wenn sie das nämlich nicht tun, kann und wird es passieren, dass sie einige Monate später mit Rücktritten zu kämpfen haben.

Anstatt daher kurzsichtige Einstellungspraktiken anzuwenden, die eine Drehtür für Kündigungen schaffen, sollten Sie sicherstellen, dass Sie die folgenden fünf Einstellungsfehler vermeiden:  

1. Die eigenen Bedürfnisse nicht verstehen

Zu oft verbringen Unternehmen nicht genug Zeit damit, Probleme, die sie zu lösen versuchen, wirklich zu verstehen und die Eigenschaften der richtigen Kandidat*innen zu identifizieren, so Luke Morris, Berater bei der Executive-Search-Firma WittKieffer.

„Welches sind diese Schlüsselkompetenzen und -attribute, nach denen Sie suchen, um Ihr organisatorisches Problem zu lösen?“ fragt er. „Wenn Sie diese Vorbereitungsarbeit nicht geleistet haben, kann dies den Prozess verzögern und zu einer schlechten Wahl führen.“  

2. Keine Technologien und Richtlinien für Flexibilität schaffen

Das Angebot flexibler Arbeitsregelungen ist ein guter Anfang für den Wettbewerb um Talente, aber wenn Sie nicht über die richtige Technologie oder Richtlinien verfügen, kann es sein, dass der Mitarbeiter irgendwann geht, sagt Steve Black, Mitbegründer und Chief Strategy Officer von Topia, einem HR-Tech-Unternehmen spezialisiert auf globale Talentmobilität.

„In unserer kürzlich durchgeführten Adapt-Umfrage haben wir festgestellt, dass 96 % der Arbeitnehmer Flexibilität bei der Arbeitsgestaltung als Schlüsselfaktor bei der Suche nach einem neuen Arbeitgeber einstufen. Wenn also Arbeit von überall angeboten wird, ergreifen viele Arbeitnehmer die Gelegenheit“, sagt er. „Aber wenn die Mitarbeiterin oder der Mitarbeiter dort ankommt und feststellt, dass er gar nicht so flexibel ist, wie er denkt, wirkt sich das nicht unbedingt positiv aus.“

Als Beispiel wird die jüngste flexible Arbeitsrichtlinie von Airbnb genannt, die es Mitarbeiter*innen ermöglicht, in 170 verschiedenen Ländern zu arbeiten. „Diese Liste von Ländern wird schnell eingegrenzt, sobald die Mitarbeiter*innen erkennen, dass sie eine ordnungsgemäße Arbeitserlaubnis und und ein Visum benötigen. Damit verliert der Bonus sofort seinen Wert.

3. Karriereentwicklung im Job-Interview nicht richtig vermitteln

Mitarbeiter*innen, die ein Unternehmen nur wenige Monate nach ihrem Start verlassen, tun dies selten wegen Dingen wie Vorteilen, Verantwortlichkeiten oder dem langen Arbeitsweg, sagt Aimee George Leary, Executive Vice President und Global Talent Officer von Booz Allen Hamilton. „Diese Punkte werden im Vorfeld des Vorstellungsgesprächs besprochen“, sagt sie.

Einer der Hauptgründe, warum Mitarbeiter*innen wieder gehen, ist, dass sie keine Zukunft für sich selbst im Unternehmen sehen, sobald sie die Position übernommen haben. Und genau das kann einige Monate später zur Kündigung führen. „Arbeitgeber müssen die Karrierewege, die sie ihren Talenten anbieten, anpassen, da jeder nach einem Weg sucht, der zu Wachstum und Fortschritt führt“, sagt George Leary.

Fehler sind oft auf eine falsche Abstimmung der Erwartungen zwischen der Kandidatin oder dem Kandidaten und dem Unternehmen zurückzuführen, fügt Jess Elmquist, Chief Human Resources Officer von Phenom, einem globalen HR-Technologieunternehmen, hinzu.

„Kandidat*innen möchten ihre Wachstumschancen verstehen, einschließlich langfristiger und kontinuierlicher Weiterbildung, Mentoring und Karrieremöglichkeiten, bevor sie zu einem potenziellen Arbeitgeber wechseln“, sagt er. „Wenn die Mitarbeitererfahrung nicht ihren Erwartungen entspricht, können sie schnell gehen.“ 

4. Die Motivation der Kandidat*innen nicht richtig einordnen

Arbeitgeber müssen Kandidaten fragen, was ihre größte Motivation während des Vorstellungsprozesses ist, sagt Chavers. „Finden Sie heraus, wonach sie in ihrer Karriere suchen, in welcher Umgebung sie gerne arbeiten und wann sie in einer Position am glücklichsten und erfülltesten waren“, sagt sie.

Wenn der Kandidat nach Geld sucht und jemand anderes mit einer höheren Zahl kommt, riskieren Sie es, den Mitarbeiter zu verlieren. „Wenn sie in ihrer vorigen Arbeitsstelle unzufrieden oder arbeitslos waren und nur deshalb in Ihr Unternehmen wollten, könnten Sie mit einem Mitarbeiter zusammenarbeiten, der aus den falschen Gründen in Ihrer Organisation ist“, sagt sie.

5. Herausforderungen nicht offen ansprechen

Personalvermittler und Personalchefs stehen unter dem Druck, Kandidat*innen davon zu überzeugen, dass sie ihnen eine fantastische Gelegenheit bieten, bevor ein anderer Arbeitgeber ein Angebot macht. Dies kann die Mitarbeiterin oder den Mitarbeiter später enttäuschen, sagt Peter Corless, Executive Vice President von OnShift, einer Human Capital Management-Plattform.

„Das Erstellen eines unrealistischen Bildes kann dazu führen, dass die neuen Mitarbeiter*innen während der Einarbeitung und Schulung desillusioniert werden, was eine erneute Jobsuche und eine Kündigung nach sich zieht“, sagt er. Stattdessen meint Corless, es sei wichtig, offen und ehrlich mit Bewerbern über die Realitäten zu sein, mit denen sie konfrontiert werden, wenn sie die Stelle annehmen. „Ja, das bedeutet, dass wahrscheinlich weniger Bewerber die Stelle annehmen werden, aber diejenigen, die es tun, wissen genau, was auf sie zukommt, und haben realistische Erwartungen“, sagt er. „Es kann länger dauern, die Position zu besetzen, aber die neue Mitarbeiterin oder der neue Mitarbeiter wird die Herausforderung mit größerer Wahrscheinlichkeit annehmen, bestehen und erfolgreich sein.“

Während des Vorstellungsgesprächs haben die Kandidat*innen nur begrenzt Zeit mit dem Team, und absolute Ehrlichkeit kann einen großen Unterschied machen, fügt Morris hinzu. „Bis zu einem gewissen Grad versuchen Unternehmen, einige Dinge unter den Teppich zu kehren, in der Hoffnung, dass diese Person kommt und ihnen hilft, diese Dinge zu reparieren“, sagt er. „Je mehr Zeit Sie damit verbringen können, im Vordergrund zu stehen und ihnen Beispiele dafür zu geben, wie es ist, dort zu arbeiten, desto besser wird es sein, diese Person langfristig zu halten.“

fastcompany.com

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