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Kind of compelling when someone tells you not to do something isn’t it?

Well, we were having some fun with this, but here is where corporate staffing goes wrong in most cases:

• Don’t understand how and where recruitment and retention contributes to the success or failure of the enterprise, so treat it as an isolated activity

• Don’t really know the competitive environment for talent in their industry

• Have a poorly defined Value Proposition, or one that can’t faithfully be delivered to successful candidates

• Have a confusing Employer Branding program or none at all, ensuring their message doesn’t reach the people that they desire

• Don’t have a multi-channel candidate attraction strategy, rely heavily on agencies, and subsequently have limited choices of applicants

• Have little or no E-Recruitment capability, a poor Careers site on the corporate web page for candidates to educate themselves and apply directly, and no talent pool of candidates at the "back end"

• Have no recruitment system to automate workflows, increase the effectiveness of recruiters, and no metrics and reporting

• Have haphazard recruitment processes that fails to treat candidates like important customers, tarnishes your employer brand promise, and generates negative or neutral sentiment

• Have complicated or inconsistent selection processes that give questionable quality control over who enters the organisation

• Have haphazard or ineffective induction and integration practices

• Inconsistently or infrequently track and redeploy talent throughout the organisation