Recruitment activity is a big part of the work of many HR departments. Bringing
in the right talent at the right time is a key function
for any business. Unfortunately, we see lots of examples
of companies doing recruitment and selection badly,
or at least not going
about it in an engaging, optimal way. Although it’s another
tired cliché to say that there is a ‘war for talent’,
it is true that good candidates with in-demand skills have the ability
to be choosy about the roles and organisations that they consider.
Common problems with
recruitment process that we see often:
• Having fixed interviews.
• Focusing entirely on CVs and application forms and not the wealth of additional information available to recruiters in this social world.
• Refusing to consider applications after an arbitrary cut-off date. Unless there is a good reason for it, this is another way to limit your talent pool.
• Overly long and complex online application processes – especially when they ask you to repeat information already available on the CV.
• Over-reliance on questions that start with ‘give me an example of…’ Such questions fail to recognise the important of context. The fact that someone has done it before doesn’t mean that they will be able to do it again in a totally different organisation. It is akin to looking into the past, and you are not going that way.
• Focusing entirely on CVs and application forms and not the wealth of additional information available to recruiters in this social world.
• Refusing to consider applications after an arbitrary cut-off date. Unless there is a good reason for it, this is another way to limit your talent pool.
• Overly long and complex online application processes – especially when they ask you to repeat information already available on the CV.
• Over-reliance on questions that start with ‘give me an example of…’ Such questions fail to recognise the important of context. The fact that someone has done it before doesn’t mean that they will be able to do it again in a totally different organisation. It is akin to looking into the past, and you are not going that way.
Recruitment is a human to human experience. Your recruitment process is also a reflection of your entire organisation and its culture. How you treat your candidate says a lot
about what kind of company you are
and what it would be like to work for you. So tread carefully, and make sure your hiring managers do the same.
What candidates want from
applying for a job is actually pretty simple. However,
ask a few job seekers and you will soon find out many organisations don’t do
it well at all. We believe that a great candidate
experience comes down to two things; honesty and communication.
Whilst
to the hiring manager,
each candidate is one amongst
many, to the candidate this might be the
only opportunity that
they are applying
for. There is nothing
worse than waiting
for the phone
to ring – except maybe a lack of feedback and
humanity along the way.
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Candidates want acknowledged applications, plenty of information on the
process, useful company information and
constructive and timely feedback – whether they were successful or not. They
want effective, useful communication, not automated responses.
We can’t of course talk about recruitment without mentioning
recruitment agencies. There is a fundamental problem with the contingency
recruitment model. Agencies are incentivised to find you a candidate quicker than another agency, quicker
than you, at the highest possible fee rate. Working in most third
party recruitment agencies is essentially a sales job. This means that when
recruitment is conducted in this way, it isn’t
always optimal for either client or candidate. With the advent of social recruitment, job boards and the like,
there is more scope that ever, and
lower barriers to entry, for any HR department to do more recruitment themselves as opposed to outsourcing it to someone else.
Recruitment is also an area that allows HR to build its reputation and
add value as a real expert in both sourcing and selection. Hiring managers may
only recruit someone for their teams on an occasional basis – so expert advice
and support is usually both welcome and necessary.
Recommendations for recruitment. There are rather a lot of them for which we make no apology. This is an area in which HR can do way better:
- Apply for a job with your own company. Go through the process you ask other people to go through, and see how it makes you feel. We guarantee you will find ways you can improve it.
- Be flexible with, and respectful of, your candidates.
- Choose your recruitment agencies wisely, and monitor them – they hold your employer brand in their hands when they recruit on your behalf. When using recruitment agencies, consider drafting your own terms of business rather than signing theirs. Most will agree and you can make the terms much more advantageous.
- Look at your recruitment agency spend on an annual basis. Work out how much it would cost you to invest more in your in-house recruitment capabilities. No one will know your business and what you need better than you do.
- Make sure social is part of your candidate attraction strategy if it isn’t already. Social media presents your organisation with many ways to attract and engage with potential talent. Find out how many candidates start your application process and drop out part way through.
- Your ATS (Applicant Tracking System) should be able to tell you this. Too many failing to complete the process will tell you that there is something fundamentally wrong with what you are asking people to do.
- Look at strengths-based recruitment every time over competency questions. Strengths will tell you about the person. Competency questions just tell you about the past – and this fails to take into account the critical importance of context in whether someone is successful or not. If you have a ‘no feedback’ policy, stop it immediately. The least you can do if someone puts in the time to come for an interview is provide them with some useful feedback. If you don’t acknowledge applications, and rely on a statement saying ‘if you haven’t heard from us within…’ then stop that too. Make your timescales as short as possible – especially when it comes to decision making.
- Make your process as simple as possible.
- Always Recruit without compromise, despite whatever other pressures you come under from colleagues.
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
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