Why Recruitment Fails

In many companies, HR teams work hard to select the most qualified candidates. Yet, recruitment often fails, leading to high turnover rates. A recent study showed that nearly 50% of hiring decisions failed in top American tech companies in 2023. For me, recruitment failure is when an employee leaves a company within a year, whether voluntarily or because the organization parted ways with them. So, why does recruitment fail? Let’s explore the key reasons:

1. The Temptation of Big Names

Companies often seek high-profile candidates or “celebrity” figures for senior roles, assuming their past successes will automatically translate into results. In Bangladesh’s IT sector, especially, the talent pool is limited, with a significant gap between supply and demand. This creates a reliance on years of experience, impressive track records, case studies, and interviews to make hiring decisions. However, after a few months, it becomes evident that the new hire—despite their credentials—might not meet the company's expectations. Similarly, these high-profile candidates can face a cultural shock as they adapt to the company’s environment.

2. Unclear Expectations

The fast-paced, ever-changing nature of the IT industry often leads to shifts in a company’s vision, mission, and goals. As a result, both the organization’s and the employee's expectations can shift frequently, creating confusion. This lack of clarity around roles, responsibilities, and performance metrics can lead to frustration and dissatisfaction for both parties over time.

3. Organizational Culture

Culture is the foundation of any company, much like the roots of a tree that support its branches. While visible elements like policies, benefits, office facilities, and employee behavior are easy to observe, the deeper aspects—such as values, beliefs, and internal practices—are often invisible. These cultural foundations are difficult to change and can have a significant impact on how employees feel within the organization. When employees find themselves out of sync with the company culture, they can feel like misfits, making it more likely they will leave. For many, this mismatch is insurmountable, leading them to seek opportunities elsewhere.

When hiring senior resources, particularly in tech companies, it’s crucial to prioritize the right elements to ensure long-term success. Here are the top three factors to focus on before deciding to bring in a senior hire:

1. Promote Homegrown Talent Over Hiring from Outside

Before bringing in a senior leader from outside, consider promoting your internal resources who are eligible for senior roles. These employees are already familiar with your company's culture, processes, and goals. If you bypass them in favor of hiring an external candidate, it can create significant cultural friction. The onboarding of a new senior resource may disrupt internal dynamics if existing employees feel overlooked or undervalued. This can lead to disengagement, which ultimately results in a failed recruitment effort.

2. Create a Culture that Facilitates Quick Adaptation to Change

In the fast-moving tech industry, change is inevitable. To help both new and existing employees thrive, focus on building a culture that promotes agility and adaptability. This includes fostering an environment where employees feel empowered to embrace change, share feedback, and innovate. When a senior hire joins, a culture that values quick adaptation will help them integrate smoothly, make meaningful contributions faster, and feel more comfortable in their role.

3. Build a Trust-Based Company

Trust is the cornerstone of any successful workplace. It’s essential that both the company and its employees feel they can rely on each other. For senior hires, particularly, establishing a strong foundation of trust ensures that employees feel supported in their decision-making and leadership. When employees trust the company’s vision and leaders, and the company trusts its senior resources to deliver results, it creates a productive, collaborative environment. This trust-based relationship helps retain talent, drives performance, and prevents high turnover.