Are your recruiting efforts damaging your organization’s reputation?
We don’t usually run columns or stories that aren’t signed by the author — for a host of good reasons. In this case though, we know this person well, they had some really interesting observations to share about our industry, and given the topic, they could have faced direct consequences for being named.
As the Irish poet and playwright Oscar Wilde said, “You never get a second chance to make a first impression,” which I believe can be poetically applied to both prospective employees and employers.
When recruiting for fresh talent to join your own team, are you aware of the impression your organization makes with candidates through the recruiting process? Is it the right one?
Recently, I set out to change roles in the auto industry, the “quest” was the focus of my efforts for more months than I care to recall. Thankfully I was successful, but had some truly “interesting” experiences along the way. This job seeking adventure led me to write this cautionary tale for employers and HR professionals.
In addition to being a candidate on the hunt, I have also been a senior leader in companies that frequently talked the talk about the importance of recruiting and retaining the best talent.
Talent management, it is without question critically important; every business is a people business. It is the most important thing. This article is not about sour grapes, but rather some free advice for employers.
Please take careful stock of your recruiting efforts and look for ways to improve. Your own efforts may be negatively impacting your ability to hire the right people, and simultaneously damaging your reputation in our close-knit industry.
My own recent personal experience has led me to conclude that when it comes to recruiting and interacting with candidates, not all organizations are earning a passing grade. Most of the challenges I witnessed can be attributed to breakdowns in process, poorly used human resource automation tools, and lastly human recruiters who were just not up to the task.
I have experienced quite a number of recruiting fails. One very large employer sent me no acknowledgement of my application for a role I applied for, which seems like standard procedure. I was disappointed, but promptly forgot about applying. Then about three months later, I received a note that I had applied for the role too many times, a great mystery!
Following that odd email another robo-note appeared stating they had decided to hire someone else. Clearly the (likely very expensive) HR tools being used were not being used well. From a different company, I once received an automated rejection email for a role I never applied for. I am still puzzled by that one!
Another employer had two phone interviews with me. They concluded the last interview with the statement that their company wanted to fly me to the U.S. to meet with their leadership team. I never heard from them ever again, despite some follow-up emails from me.
On two occasions the exact same headhunter called me to ask me if I would be interested in a role with a firm he was representing. Twice I had to explain that the role he was calling me about had zero relevance to any of my work experience.
Without giving away the details, it was as if he wanted to hire a pro-golfer, and I am an experienced ski racer. Clearly, he had not read my LinkedIn profile very carefully, and he was embarrassing his client in the process.
I also had an interview with an HR representative who “ummmed” and “ahhhhhed” their way through the entire interview, to the point I felt bad for her. She clearly came totally unprepared for the interview.
I also had interviewers fail to show up for interviews, on more than one occasion. I had several more disappointing interactions, but I don’t have enough space to write about all of them.
Turning this back to your organization, when it comes to the hiring process, what is your organization’s process? Is everyone involved fully aware of the process and how it works? Have you tested it? Does it need a tune up? Hint: mystery shopping and testing your own recruitment process might be quite revealing. Pretend to be an applicant, what is the experience like?
If you are using HR automation tools, is your team using them properly? Are you positive? 100 per cent?
Lastly, are your people up to the task? Do they know how to interview effectively? If your organization is outsourcing part of the recruiting process, is the supplier up to the job? Are they able to properly represent your organization? Have they been trained? Do you trust them with your reputation? Ask yourself, what can your organization do better when it comes to recruiting?
As a candidate, looking for a job is not an easy process. It is stressful, it can be frustrating, it is emotional, even at the best of times! Please treat candidates with respect and professionalism, I felt that both were often lacking in my interactions with potential employers.
Today a candidate is a potential employee, but they could also be a future customer, business partner, supplier, or maybe even eventually become your boss. Remember to make a good first impression.
