Wednesday, April 21, 2010

Recruiting Practices to Eliminate

Despite the downturn, employers are still in need of talented people. Yet you can see in any large employer’s recruiting process a list of requirements, protocols and hoops candidates are expected to jump through. Below is a list of the most talent-repelling recruiting practices.

1. Just Like the Government, Only More Bureaucratic
Application forms that require a candidate to dig up a long list of prior jobs, college transcripts and references irritate candidates. Rather than forcing candidates to cough up titles, dates and supervisor names, have them upload a resume to your site.

2. Say! Let's Get Someone Who Speaks Ancient Greek, Tap-Dances, and Has a Taxicab License
When hiring managers throw random positions requirements into their job requisition it costs companies money in the recruiting process and often in salary as well. Evaluate each requirement by asking “What is the business case for that requirement?” Build your requirements to look like real life resumes of the most successful people in the job.

3. Where are Your Manners?
Job-seekers are happy to hear from a company by phone, unless the first question is a rude “What were you earning at XYZ Scientific?” Validate a candidate by his or her background instead of how much they earned. Tell the candidate the salary range for the position and ask if that would work for them.

4. Since You’re Unemployed and All
Hiring managers are busy people, and interviews cannot always happen at ideal times. Still, there is no excuse for leaving candidates sitting for hours or cancelling interviews at the last minute.

5. Radio Silence
Organizations that follow a pleasant job interview without any contact with the candidate while reaching a decision are left to hire the last candidate standing. Involve your HR Staff to implement a 72 hour decision process on each candidate.

6. Surprise! We Want you!
It’s bad enough for a job seeker to suffer through weeks of interviews and background checking. But it’s worse to receive a job offer without a conversation to discuss the proposed offer. Preparing a job offer without the candidate’s participation is unprofessional. Have a conversation with the candidate about the details of the offer before making a formal offer.

If any of these practices are a part of your hiring process, there has never been a better time to overhaul your process and start over.

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