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  string(19) "2015-12-09 11:06:59"
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  string(6358) "Recruitment. Some companies do it very well and others…..well, in my last 15 years of recruitment I have certainly heard some horror stories about companies getting some of the basic fundamentals of managing the interview process very wrong.

Some companies just don’t realise the negative impact that a bad hiring process can have on how they are perceived in the marketplace and the effect it can have on their brand.

As a company that is hiring you will be no doubt be interviewing more candidates that are NOT right for the position than those that are right and who are offered the job. However  it is important that each and every candidate gets a positive ‘company experience’ every step of the way.

Here are a few of the common bug bears I hear from candidates. These are not new issues and they are generally understood or appreciated by employers but for some strange reason still seem to be neglected.
  1. Lack of Communication Throughout the Interview Process
This is especially relevant if the interview process is lengthy as there is often difficulty getting key stakeholders in the same place at the same time to attend interviews. Candidates that are not kept abreast of these delays may feel the company is not enthusiastic about hiring them. If a candidate is top of your short list but this is not communicated the company risk losing the candidate to other recruitment opportunities, and not feeling as though they had a positive experience. Negative experiences during the hiring process are more often talked about between peers and in the industry than the positive experiences, so always bear this in mind.
  1. Not Providing Interview Feedback
Candidates that genuinely want to work for you will put in the time to thoroughly research your company and the role, and will be brushing up on examples for competency based questioning and thinking of intelligent questions to ask. It can be an emotional roller coaster of nerves and excitement and when, after all of that, they do not get a call back with feedback it really does not paint the company in a good light. Candidates have put the time in to see you and a courtesy call is all it takes to ensure closure for both parties.
  1. Repeatedly Changing Interview Times
We all appreciate that things happen from time to time and often the reasons behind rescheduling meetings are completely out of everyone’s control.  However, when interviews are booked in, candidates need to organise time off work, often taking a full day of leave to get themselves fully prepared to present themselves in the best light possible. When interviews for the same candidate are rescheduled time and time again (which does happen more than you think) it makes the candidate wonder how much they are valued, and if this is a company they want to work for.
  1. Not Asking Appropriate Questions and listening to the response
Some interviewers make their decision on a candidate in the first 5 minutes. However, one sure way to leave candidates who are not selected to go to the next stage of the interview process with a bad taste in their mouth is not asking enough of the right questions. Never fall into the trap of meeting a candidate for 20 minutes, talk to them about what you are looking for, not ask any questions and, when giving feedback advising that they did not have the right experience for the role when no effort was made to verify this and or provide an opportunity to demonstrate it to you. It is important, even if you know a person is not right for the role, that you represent your company brand and give them a positive experience through their interview and treat them exactly the same as candidate you would want to hire. A lot of employers and hiring managers know that these issues have a negative impact on their employment strategy and personal brand, but few seem to heed the warning as they don’t see the impact it has on them and their company. I find this strange given we are in the midst of a talent shortage…..and even more bizarre when you consider the market is unlikely to shift any time soon! The competition continues to heat up, and Australian employers are increasingly competing against global priority markets, not only for new inbound talent but also our domestic talent that is considering a moving offshore. It’s for this reason that employers and hiring managers should pay extra special attention to those ‘silver medallists’ or ‘right fit but not right now’ candidates. Nurturing this talent allows companies to create candidate ambassadors, develop a healthy talent pipeline and ultimately assist in becoming a talent magnet for the future. Remember as recruiters we are the biggest advocates for the companies we recruit for and will usually reach out to those candidates who are not actively searching for their new opportunity. We need to approach candidates with a compelling reason as to why they would want to work for your company and how great the role and ongoing opportunities are! Recruiters will do their best to manage the recruitment process for you, as its will also reflect on them and the service they provide their candidates. However, if you are, or want to be a brand that people genuinely want to work for and you hire directly don’t let some of the basic fundamentals of your recruitment process let you down. What are your thoughts on the pitfalls of some internal recruitment processes? Join in the conversation on Twitter @BelindaP_CP.    " ["post_title"]=> string(38) "4 Common Recruitment Mistakes To Avoid" ["post_excerpt"]=> string(150) "If you want to be a brand that people genuinely want to work for, don’t let some of the basic fundamentals of your recruitment process let you down." ["post_status"]=> string(7) "publish" ["comment_status"]=> string(4) "open" ["ping_status"]=> string(6) "closed" ["post_password"]=> string(0) "" ["post_name"]=> string(38) "4-common-recruitment-mistakes-to-avoid" ["to_ping"]=> string(0) "" ["pinged"]=> string(66) " http://www.coxpurtell.com.au/blog/waiting-on-the-edge-of-my-seat/" ["post_modified"]=> string(19) "2016-05-04 17:13:12" ["post_modified_gmt"]=> string(19) "2016-05-04 07:13:12" ["post_content_filtered"]=> string(0) "" ["post_parent"]=> int(0) ["guid"]=> string(36) "http://www.coxpurtell.com.au/?p=7642" ["menu_order"]=> int(0) ["post_type"]=> string(4) "post" ["post_mime_type"]=> string(0) "" ["comment_count"]=> string(1) "1" ["filter"]=> string(3) "raw" }

Recruitment. Some companies do it very well and others…..well, in my last 15 years of recruitment I have certainly heard some horror stories about companies getting some of the basic fundamentals of managing the interview process very wrong.

Some companies just don’t realise the negative impact that a bad hiring process can have on how they are perceived in the marketplace and the effect it can have on their brand.

As a company that is hiring you will be no doubt be interviewing more candidates that are NOT right for the position than those that are right and who are offered the job. However  it is important that each and every candidate gets a positive ‘company experience’ every step of the way.

Here are a few of the common bug bears I hear from candidates. These are not new issues and they are generally understood or appreciated by employers but for some strange reason still seem to be neglected.

  1. Lack of Communication Throughout the Interview Process

This is especially relevant if the interview process is lengthy as there is often difficulty getting key stakeholders in the same place at the same time to attend interviews.

Candidates that are not kept abreast of these delays may feel the company is not enthusiastic about hiring them. If a candidate is top of your short list but this is not communicated the company risk losing the candidate to other recruitment opportunities, and not feeling as though they had a positive experience. Negative experiences during the hiring process are more often talked about between peers and in the industry than the positive experiences, so always bear this in mind.

  1. Not Providing Interview Feedback

Candidates that genuinely want to work for you will put in the time to thoroughly research your company and the role, and will be brushing up on examples for competency based questioning and thinking of intelligent questions to ask.

It can be an emotional roller coaster of nerves and excitement and when, after all of that, they do not get a call back with feedback it really does not paint the company in a good light. Candidates have put the time in to see you and a courtesy call is all it takes to ensure closure for both parties.

  1. Repeatedly Changing Interview Times

We all appreciate that things happen from time to time and often the reasons behind rescheduling meetings are completely out of everyone’s control.  However, when interviews are booked in, candidates need to organise time off work, often taking a full day of leave to get themselves fully prepared to present themselves in the best light possible.

When interviews for the same candidate are rescheduled time and time again (which does happen more than you think) it makes the candidate wonder how much they are valued, and if this is a company they want to work for.

  1. Not Asking Appropriate Questions and listening to the response

Some interviewers make their decision on a candidate in the first 5 minutes. However, one sure way to leave candidates who are not selected to go to the next stage of the interview process with a bad taste in their mouth is not asking enough of the right questions.

Never fall into the trap of meeting a candidate for 20 minutes, talk to them about what you are looking for, not ask any questions and, when giving feedback advising that they did not have the right experience for the role when no effort was made to verify this and or provide an opportunity to demonstrate it to you.

It is important, even if you know a person is not right for the role, that you represent your company brand and give them a positive experience through their interview and treat them exactly the same as candidate you would want to hire.

A lot of employers and hiring managers know that these issues have a negative impact on their employment strategy and personal brand, but few seem to heed the warning as they don’t see the impact it has on them and their company. I find this strange given we are in the midst of a talent shortage…..and even more bizarre when you consider the market is unlikely to shift any time soon!

The competition continues to heat up, and Australian employers are increasingly competing against global priority markets, not only for new inbound talent but also our domestic talent that is considering a moving offshore.

It’s for this reason that employers and hiring managers should pay extra special attention to those ‘silver medallists’ or ‘right fit but not right now’ candidates. Nurturing this talent allows companies to create candidate ambassadors, develop a healthy talent pipeline and ultimately assist in becoming a talent magnet for the future.

Remember as recruiters we are the biggest advocates for the companies we recruit for and will usually reach out to those candidates who are not actively searching for their new opportunity. We need to approach candidates with a compelling reason as to why they would want to work for your company and how great the role and ongoing opportunities are!

Recruiters will do their best to manage the recruitment process for you, as its will also reflect on them and the service they provide their candidates. However, if you are, or want to be a brand that people genuinely want to work for and you hire directly don’t let some of the basic fundamentals of your recruitment process let you down.

What are your thoughts on the pitfalls of some internal recruitment processes? Join in the conversation on Twitter @BelindaP_CP.

 

 

Tags: Client Tools | Cox Purtell | Cox Purtell Blog | Permanent Recruitment | Recruiters | Recruitment Agency Sydney | Recruitment Sydney | Temporary Recruitment |

One thought on “4 Common Recruitment Mistakes To Avoid

  1. Often hiring managers are not properly briefed on how to manage an interview and don’t appreciate the impact this can have on trying to recruit real talent.

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