Why Everyone Needs More Clarity In Recruitment

If you are looking for a new construction job, going through a recruitment agency as part of the process can be a troubling thing. Many times you may have found agencies spend a lot of time taking your details but never come back with any posts, or the ones they do come up with are not suitable.

This is not how recruitment should be, and why we regard transparency as so important to ensure candidates and employers alike know what to expect and are matched properly.

The worst scenario can be a lack of clarity about what a job role entails. That can mean you waste time as you only discover key features at some point in the process, maybe even at an interview. Or, worse still, you take a job and find it was not what you expected. That is bad for the employer too, as in such a mismatch situation retention is low.

Some of the reasons this happens have emerged in recent research. For example, the Work in America Workforce Survey, conducted by the American Psychological Association (APA) has found 91 per cent of employees see opportunities to learn and get more training as being important, but fewer than half of employers offer it.

This is a sentiment felt at all levels, even for those in senior roles, so it’s a clear area in which an unfulfilled promise of development can lead to dissatisfaction and staff wanting to leave.

Reflecting on their research, the APA also cited a 2018 study by Gartner showing that a lack of career development was the main reason for people leaving a job.

Last year, Harvard Business Review produced a list of 38 questions candidates should ask in an interview. They included various enquiries about what would be expected of them if they get the job, but also about a company’s aims and culture.

This may be very productive for helping candidates decide if a role is for them, but many should not need to be asked; with more clarity, the most important things should be clear before the interview stage. That way, clients and employers alike can avoid mismatches in recruitment that lead to high staff turnover.