Board-Level Recruitment Errors : Areas of Most Common Occurrence and Prevention Methods

Maciej Mikucki , Dorota Wiśniewska - Juszczak , Magdalena Jabłońska

Abstract

Background. Finding a suitable candidate for a senior-level position is a complex task and its results are likely to have a significant effect on short- and long-term functioning of the company. Hence, it is especially important that the recruitment process is conducted in a structured and reliable manner. Unfortunately, research in the area of candidate selection shows that many a time it is not the case. Research aims. The aim of the paper is to provide a concise overview of most common cognitive errors and organisational mistakes typical for the recruitment process as well as some recommendations to tackle these challenges. Methodology. A review of literature in the field of management studies was conducted in order to determine the most common flaws in the selection of candidates for senior-level positions. The results of literature search were enriched with examples and observations from the authors’ professional experience and interpreted with reference to research in cognitive and social psychology. Key findings. Organisational mistakes such as no recruitment plan, no clear description of a desired candidate profile, failing to use effective recruitment methods other than the interview, lack of cultural fit and no understanding of the market as well as inadequate communication with candidates and cognitive biases in the decision-making process were identified as the most common flaws of the recruitment process. Recommendations on tackling these issues were provided.