How to find the perfect match for the role
Imagine this.
You’ve got a critical job opening in your business, a role so vital that you’re willing to pay a premium salary and offer excellent perks to attract the right person. After all, you know how much value this role brings to your team.
And then it happens. The perfect candidate comes along. Their résumé is impressive, their interview performance is outstanding, and you believe they’re the answer to your hiring prayers. Naturally, you hire them, train them, and invest a significant amount of time and money in their on boarding.
But something doesn’t click.
Your supposed perfect hire starts missing key performance targets. The skills and expertise they showcased during their hiring process don’t quite translate to results. Eventually, you have no choice but to part ways, chalk it up to a mismatch, and, reluctantly, start the cycle all over again.
If this sounds familiar, you’re not alone.
Nine out of ten employers struggle to fill positions due to skills gaps, according to The Future of Work 2022 Global Report from Monster. But forcing a fit or relying on guesswork isn’t the solution. That’s where targeted recruitment strategies and a streamlined hiring process come into play.
Identifying the root cause of hiring mismatches
One of my clients was stuck in this exact situation.
They had been filling a critical role for some time, but every hire turned out to be a mismatch. Talented candidates didn’t necessarily align with the skills or abilities required for the position. Playing the guessing game of recruitment wasn’t working, so they decided to get a fresh perspective from UnscriptedHR.
Here’s how we approached the challenge to close the gap between expectation and reality.
Step 1. Taking a health check of the hiring process
Before making changes, it’s essential to understand what’s already in place. For this client, I took a deep dive into their current hiring process:
How were candidates sourced?
Was the job description reflective of the role?
Were expectations clearly communicated during interviews?
This initial assessment revealed key areas for improvement, from unclear job descriptions to missed opportunities during candidate evaluations.
Step 2. Establishing clear goals for the role
Next was a full review of the job description. I worked with the client to revisit the big-picture vision for their business and establish what the role’s success would look like.
Together, we outlined:
The critical activities and deliverables for the role.
The qualifications and experience needed to fulfil its requirements.
How the role fit into the broader organisational culture and values.
To further strengthen the proposition, we developed a “why work with us” pitch. This gave prospective candidates a clear sense of the company’s values, culture, and the benefits of joining the business essential for attracting the right fit.
Step 3. Refining the job advertisement
Crafting a standout job advertisement is about more than just listing skills and responsibilities. It’s about connecting with your audience on the right platforms and presenting the information in a way that resonates.
For this role, I helped my client do the following:
Tailor the ad to reflect the company’s culture and the position’s value.
Leverage the most effective advertising channels based on the industry, location, and level of expertise required.
Use targeted strategies, including paid advertisements and niche job boards, to reach the right audience.
Step 4. Rethinking the selection process
The hiring process isn’t just about evaluating candidates—it’s also about giving candidates a genuine understanding of the role and testing their suitability to succeed in it.
Here’s how we refined the selection process for better results:
Added a psychometric assessment to evaluate behavioural traits and competencies.
Included a case study exercise that mirrored real-life job challenges to assess practical and problem-solving skills.
Revisited interview questions to focus on identifying key skills and competencies.
Conducted final panel interviews with a mix of HR professionals, technical experts, and the business owner to ensure compatibility across all aspects.
Step 5. Prioritising transparency
The final piece of the puzzle was transparency. A staggering 60% of businesses fail to set clear goals or milestones for new hires, leaving employees unclear about what’s expected of them or how they’ll be supported.
To avoid this pitfall, we ensured:
Managers were upfront about their leadership style and expectations.
Candidates had a full picture of the team culture.
Clear job objectives and milestones were laid out from day one.
The results of strategic recruitment
By designing a recruitment strategy specific to the role and its challenges, my client successfully hired a candidate who has now been with their business for four years. This hire consistently exceeds expectations, strengthens team culture, and aligns perfectly with the company’s long-term vision.
What made the difference?
A clear understanding of what success looks like in the role.
A streamlined hiring process designed to evaluate real-world skills.
Honest communication about workplace culture and expectations.
This tailored approach prevented further mismatches, saving the company time and resources while building a sense of trust and stability within the team.
Enhance your hiring process with UnscriptedHR
Recruitment is about more than filling a vacancy; it’s about finding someone who’ll drive your business forward. At UnscriptedHR, we’re here to help you create recruitment strategies that identify, attract, and retain the right people for your team.
If you’re ready to streamline your recruitment process and close the skills gap, reach out today to see how we can work together.
Grab a coffee and a chat, we’re here to help you invest in your people and strengthen your business.