A recruitment process usually takes around 2 months, taking the time of recruiters and managers. Unsuccessful recruitment process selection takes 3 times longer.
More and more companies are looking for well-trained staff who are able to provide good annual profit. Nevertheless, it is clear for everybody that the necessity to pick out the good professionals from the bad ones gets bigger.
The recruitment process is no longer responsibility only of HR departments.
This is a mission that involves all, and above all, managers who make the final decision. The truth is that candidates are already experienced in interviewing and manage to sell themselves well to interviewers.
But how much a bad recruitment process costs? According to a survey of „Society for Human Resource Management“ – a new employee needs 6-7 months in the organization before he starts to be productive and his productivity is able to cover his salary while at the meantime his organization covers his results. According other survey one bad recruitment can cost the annual salary of the employee (depending of the level it could reach between 13000 and 130 000 lv. per year ) including the wasted time of the recruiters and the managers which cost is expensive.
The introduction in the company is the process of readapting one employee from one specific job environment to another..
Due to poor adaptation, 60% of employees tend to leave in the first 6 months since their first day. Some of the reasons are: misunderstanding of their functions in the organization, poor integration in the team, due to lack of recognition of the personality specifics during the selection, and early loss of motivation. The generations after 1989 year have completely different working values than the ones of those who hire them.
This generation prefers to have a mentor on the workplace and to enter smoothly into the working process in order to be able to adapt. In other words, a poorly built introduction plan can easily demotivate the new employee, and because of the mobility of this generation, the chance the employee to leave is very big.
A clearer understanding of the full round of recruitment which actually does not end with the last interview.