As a recruiter, you dread this situation: After the first month on the job, the new hire turns out not to be the strong candidate they exhibited in the talent acquisition process. You hope that, perhaps, they only need additional time to adjust. Still, when the hiring manager tells you that the new hire doesn't seem competent for the role, your stomach drops.
Indeed, something went wrong. Like with other positions you recruit for, you work with the information the hiring manager gives you - what are the required skills and experience, what is the budget, where the person will work, and to whom they will report. You depend on what the hiring manager tells you and prepare a job posting from this input. When it comes to data analytics roles, however, without having a background in the field itself, it is a challenge for most recruiters and HR departments to discover why the people you hire turn out not to be strong in the competencies required for the job.
In the data specialist space, two types of bad hires sneak through. First, some hires end up not having the skills they claimed to have during the hiring process.
And second, there are the new hires who were hired based on a poor job description, which originated with the information provided by the hiring manager.
Addressing these two concerns can help you improve recruiting for and, more importantly, hiring for competence.