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The highs and lows of recruiting - we all have them, it’s part of the job. As recruiters we all have different techniques and strengths that we bring to the interview table. An interesting article by Ken Sundheim from Forbes, outlines his views on The Seven Deadly Sins of Recruiting. Do you agree with these so called ‘Sins’?
Candidates can often feel “strung along” by prospective employers. One minute the job process is going full steam ahead, the next it’s come to a grinding halt. 6 to 7 interviews later, you as the candidate are no more the wiser from the initial meeting. One reason for this delay, is recruiters often feel the urge to mask hiccups in their organisations as their potential employee might get too much exposure to a dysfunctional team. From the first meeting, be open with your prospective candidate and set definitive expectations from the start. Most importantly, try not to lose the flow and momentum of the interview process.
As the mighty Google mentions, prolonged time is the enemy of great recruiting. When Google sees a recruitment project exceeding either 4 interviews or 5 weeks, “we do everything possible to get the process expedited”.
Do we agree? Yes. The last thing you need is top talent being poached by someone else because you’ve delayed the process.
You’re never going to find the ‘Perfect Candidate ’. An integral part to any role is adapting to change and flexibility, so make sure you set this clear expectation from the start.
Do we agree? Yes and No. While you shouldn’t be too ‘picky’ in the process, choosing someone that isn’t at all right is an absolute ‘faux pas’ too. As we’ve alluded to in earlier blog posts, “You can learn a job but you can’t learn a personality”.
This is a tricky one from both sides of the playing field. Making an offer that you believe realistic in the current market, that your company can afford vs. your potential candidates also having a predetermined figure that they see that they’re worth. The question is, who will come out trumps?
Agree or disagree? Yes 100%, candidates will know an indicative value for a salary or wage. Be realistic but don’t undercut the potential – they will feel undervalued.
Hiring too fast can be a representation of your organisation looking desperate. At the end of the day new employees are a potential cost to your business. However dragging out the process will also have a detrimental affect, as we alluded to in ‘Sin’ 1.
To Agree or to Disagree? A bit of both. If you’re not hiring out of desperation and the process has been shortened significantly by following the right procedure, then the ‘quick hire’ will work in your favour. If you see the candidate can do the job, is fit for the role, and is aligned with where you see your organisation heading? Then go for it!
This is a trap for young players, don’t always think that the person walking through the door is the ‘star’ you’ve been searching for. Looks (in the form of CVs) can be deceiving; this filtering process can take a bit of time. Organisations may not always get their first choice, so make sure you have Plan B up your sleeve.
Do you Agree or Disagree? Most definitely agree, recruiters should always have Plan B they can execute.
As a recruiter you are also a sales person, you are selling the job to your client (candidate) after all. If you don’t firmly believe in the role and demonstrate a lack enthusiasm for it, then why would your potential candidate want to work for your organisation. Be compelling without being overbearing, make sure you sell in an honest manner, touching on the realistic things. Positivity will get you everywhere and the candidate will pick that up.
Now I don’t think we need to discuss this further, this is a definite ‘Agree’. Very few would want to work for a company that lacks enthusiasm.
Too many recruiters can often be at your disadvantage, it can get messy and at times unprofessional if not facilitated correctly.
Agree to disagree? Yes and no. If you intend to use a number of recruiters, ensure each recruiter has been well educated on your potential and you (as the leader) have all the relevant information on each recruiter to lead the process.
So there you have it, The Seven Deadly Sins of Recruiting. Now your thoughts, do you agree or disagree?