Don’t panic recruit staff because you’re desperate
A month’s notice goes by in a flash and your top travel sales executive is on their way out the door, with no replacement in the wings. If you’ve failed to recruit staff for a new role or replacement and are sitting with the prospect of an empty seat, your knee-jerk reaction will often be to panic recruit.
Too often, we hire the wrong candidate when we have our backs against a wall – team members are overworked and need help, there’s pressure from management to recruit and we simply must recruit staff before a deadline. Sometimes we don’t have the ideal salary for the role and the candidate fits the budget, not the skills. We need to fill that seat urgently, so what do we do? We hire the wrong candidate.
Panic recruitment has serious negative repercussions on the travel organisation and its staff. Besides the obvious inability of the candidate to do the job effectively, recruiting the wrong staff member, because you’ve been pushed to do so, irritates and unsettles colleagues. They spend unnecessary time coaching somebody who should have been hired with the competencies to do the role. The individual also feels helpless and a failure, and productivity all-round suffers.
The key to avoiding panic recruitment is to start recruiting immediately once the need is identified. The process isn’t always quick and staff invariably have notice periods. Recruitment can take about three months from identification to a start date.
You need to create a good job description, or role profile (here are some top tips to help you). A role profile will help you create an impression of what skills, experience and behaviours are required to fulfill the tasks expected.
The right fit is important. A candidate may have the experience and be excellent at fulfilling a role, but their behaviours may not meet the company culture. All three areas should be tested in a competency recruitment interview.
We also advise introducing a good travel recruitment partner – one that has worked in the industry and specialises in travel recruitment. They will have the experience and contacts to look for the ideal candidate and it is their role to present to you a handful of candidates who meet your role profile. A good travel recruiter will get to know your business and will question the role and your company culture to source the candidate that is the best match.
Once you’ve interviewed a range of candidates, ask yourself if the person fulfils the role profile. Did you test the competencies needed during the interview process? Did your gut tell you something wasn’t quite right, and did you probe this? Did you ask competency questions to test their experience, or did you ask leading questions, even answering questions on their behalf?
If you trying to force a square peg into a round hole because you’re pressed for time and eager to get the process over and done with, understand that by putting the wrong candidate in the role, you may well have to start the process all over again sooner than you think. Panic recruitment almost never ticks the right recruitment boxes.