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Tuesday, June 29, 2010

Are Wrong Mindsets Ruining Your Recruitment Efforts?

I believe so. I think there are some old mindsets that affect our hiring efforts adversely. What are these?

They won't say it outright but many managers still think that finding the right candidate is largely a matter of intuition, hence they are disinterested with getting trained to interview candidates and make hiring decisions based on clearly established criteria or merits. Please don't get me wrong here. I believe in the power of intuition specially when a person have shown intuitive power. But what if one's supposed intuition is wrong most of the time? Shouldn't that manager have better basis for making decisions? I personally believe that intuition should come after well grounded bases are satisfied. I believe managers should get training on this. After all, their hiring decisions will make their lives easier... Or harder.
Is longer experience better? My answer is maybe, not always. When you hard-code years of experience in your hiring criteria, you miss out on brilliant young talents who do not meet your experience requirement. You lose these talents to companies who bother to look at young talents and are not encumbered by years of experience criteria. It's true, experience is the best teacher but we don't learn as much and as fast. People with the right talent for the job always learn exponentially more than those who just happen to be in the job longer.
Are good talents easy to come by? No, they're not. I am emphasizing this because I don't think a lot of managers realize this, hence they continue to be inflexible and hard-nosed about their hiring methods. I've seen evidence of this too many times. Some managers won't reconsider if a candidate requests for a reschedule. They won't go out of their way to meet a candidate outside of office hours or in a more convenient location because said candidate is too busy with current work. The thing is most great candidates are not even exploring. They are happily engaged and have to be attracted to move from their current employ to yours. Guess who can afford to accommodate your every scheduling whim, those who have been out of a job and have been job hunting for the last six months and are not getting employed. While we are on this topic, let me add that good candidates, if they are available, secure new jobs quite quickly, if your recruitment process is too slow, there's good chance you can't catch 'em. Think about this now, will you?
And finally, the recruiters' dilemma. Well, not necessarily the last of old mindsets that should be taken away from our recruitment psyche. I'm sure there are more. But let me end with this one now. I observed that recruitment departments often enjoy too much or too little power. In some companies, managers want as little to do with recruitment as possible, hence, the recruitment department makes most if not all hiring decisions. On the other hand, some companies look at their recruitment department as order takers and fulfillers. They are in charge, but then again, they are not in charge. They can't make the requesting managers give them enough information about the vacancy, their recommendations if they ever make any are not considered and they are made to wait too long for availabilities and decisions. Because of these problems, recruiters either catch the wrong fish or lose a big catch. I believe that recruitment is too important a task not to be shared by the stake holders. It is too important not to be studied and come up with the best possible approach. After all recruitment is gate keeping. We all know the dangers of letting the wrong people in and missing the opportunity to invite the right people in.

1 comment:

If you have an opinion about this topic or a related experience you want to share, please feel free to leave a comment but please be respectful. No bad words please or I will be constrained to delete it.