A guest post by Eric Friedman
How poor recruitment processes can be costing your company
The recruiting process is not always easy—it can be a stressful time for both the candidate looking for the right job and the employer looking for the right candidate. With the lingering effects of the economic downturn continuing to take its toll, companies and recruiters are being more choosy about who they hire, while at the same time the number of applicants for each position is increasing. In many cases, the sheer volume of new applicants has made the recruiting process more impersonal, less effective, and at times almost lackadaisical.
No matter why your recruiting process may be less than stellar, the important factor that companies must consider is what it’s costing them. Not only are ineffective recruiting practices potentially costing them great candidates, they may also be damaging their brand’s reputation, not to mention the negative impact it may be having on the company’s own talent management.
Here’s our lineup of the seven worst recruiting practices out there, and how to avoid them.
1. Not responding to resumes. High applicant volume means a huge number of resumes coming in. While answering each applicant individually may be time-prohibitive, you need to let applicants know that you’ve received their materials and value their interest. Look into an automated system that accepts and stores resumes, while also creating and sending an auto-response.
2. Over-interviewing candidates. The interview is the highest level of the job-seeking process, not the time to determine whether the candidate is capable of doing the job. That should have been figured out well before. Since the interview is more about making sure the candidate’s the right fit for the company, there’s no need for an exorbitant number of them. Stick to an average of 3 and a maximum of 5 interviews for each position. If possible, have multiple interviewers available on the day the applicant comes in, to streamline the process. Remember, the longer you take to interview a candidate, the more likely it is that he or she will be snatched up by another employer.
3. Not preparing for interviews. Just as job seekers must prepare for interviews, so must interviewers. Whether your company has a formal interview process in place, or whether hiring managers can create their own, you need to make sure to share best practices, sample interview questions, training, tips, and resources. The important thing to avoid is creating a bad impression because your interviewers were not prepared. And having some baseline objectives in place makes it easier to compare impressions.
4. Holding out for the perfect candidate. Sure, your job is to look for the best possible candidate to fill a position. The trap some hiring managers fall into is insisting on finding the perfect candidate, instead of the right candidate. The right candidate is the person who has the necessary skills and abilities, and through training and leadership will eventually become the perfect employee. Don’t let that right candidate pass you by while you look for what you perceive to be perfection.
5. Low-balling candidates. One of the most—if not the most—sensitive subjects in the recruiting process is money: how much to offer a candidate and how to handle salary negotiations. Although there should always be room for a counter-offer, the initial offer shouldn’t be lower than what the candidate is currently earning, since this may be perceived as a lack of appreciation and may even be taken as an insult.
6. Giving candidates the silent treatment. Like the first item on our list, not offering any follow-up after an interview, even if it’s to say that the candidate is not being considered for the position, can create frustration and generate ill-will towards your company. By not responding, you may also alienate a candidate who could be right for a future position. A personal response is always best, but you can also look into automated messages as an option.
7. Not using testing tools. Finding the right candidate is all about talent, skill, and personality or “fit.” An online assessment can help you determine which candidates are most suitable for a job, well before they reach the interview stage. Testing can also help eliminate any sense of bias in hiring decisions and create clear, justifiable reasoning behind those decisions, both for senior staff and for the candidates.
According to a survey done by Career Thought Leaders Consortium, led by Executive Director Louise Kursmark, 25 percent of applicants surveyed said they had experienced a hiring process that caused them to form a bad opinion about the company and decide not to work there. This is a true wake-up call for HR departments, companies, and recruiting agencies everywhere.
Eric Friedman is the Founder and CEO of eSkill Corporation, a leading provider of Web-based skill testing for pre-employment and training. The company’s founding vision was to create software that can customize a skills test to fit the knowledge requirements for any job position. Holder of an MBA from MIT’s Sloan School of Management and an undergraduate degree in Psychology from Brown University, Eric has helped launch five startups since 1992. With 20 years in the game, he is now sharing his vast experience on eSkill’s blog, while mentoring his team and constantly expanding his company.
To learn more about Eric and eSkill, visit the company website at www.eSkill.com , or contact him on LinkedIn.
This post is a sponsored post.
A guest post by Eric Friedman