Updated: Mar 5
Recently a friend of mine, a CEO; was discussing how his company is growing old in hiring the right candidate. In a nutshell, the market does not have the right fit and its really hard to find the right candidate. I was puzzled by his statements, so I decided to learn how they conducted the recruitment process.
After a lengthy fact-finding session (well over 2 hours over a break - sounds interesting right !!!), I was able to understand their hiring process and suggest what can be improved...
It has two sides: 1. the mindset and 2. their practices.
The bottom line is: Recruiting is a process of looking for a great match between a meaty assignment to solve a real business problem and a person who understands the need and is qualified and excited about solving it.
Boards of Directors should be all over their recruiting strategies and the way their teams manage the entire process.
Hiring the right talents are like getting valuable long-standing customers.
Now let's look at the improvement areas :
Job descriptions should not be too exhaustive. It can move good candidates away.
Look inward before looking outwards. Homegrown talents have more to offer.
Work with recruiters to detail on the right requirements. It helps from ending up with misfits.
Relying heavily on ATS would be an easy job done with less turnaround time with a large number of misfits who fakes to cheat ATS. Even consider a version upgrade of ATS periodically.
The budget range should be made transparent from the start. It can help you in half the filtering, in the first place.
Many HR people and recruiters can easily peg an applicant's market dollar value by looking at their resume. That's not gonna work always.
Making People Wait During Scheduled Appointments and not turning around with some excuses are directly reflecting the company culture.
Avoid scripted questions asked by someone who has no direct knowledge of the job they're hiring for or who has never seen the candidate's resume, as the interview begins. Funny though!!!
Interviews should not be done with stress on ECTC to be Based on last drawn CTC and often salary questions are asked before qualifications have been discussed. This practice leaves candidates wary of the corporate brand, culture and even the hiring process.
Interview against a set of competencies that support the job description, with behavioral-based questions addressing each competency and not against the Interviewers approach of "I know it when I see the resume, I have the best fit to choose from".
Often, job candidates leave the interview with no clue about what happens next. Candidates should be aware of expected communication, when would be a hiring decision be made, whether or not the candidate receives a job offer or in other details, such as whether more interviews may be required, how long the resume will be on-file and active,
As a warm gesture, if a candidate is rejected, let him know where has he slipped on in the process so that he can prepare better next time with a different company. After all, we all belong to the same society where they come from. Let's motivate them. You can do it.
Avoid having candidates go through a never-ending gauntlet of interviews. Meeting with 10, 15 or 20 people will not ensure that you are hiring the best person for the job.
After all, these candidates are also a company's customers, who aspire to support the company vision in the near future.
Tailor your hiring approach - as if you are building a great brand; not just employees.