People Are Your Biggest Expense – Be Kind!
I cringe at this term, it breeds laziness. It’s also a good excuse to those who refuse to be accountable for their recruitment process when it comes to getting the right people. Some recruiting processes are so broken, all they do is serve as a place for resumes to go to die. We need to start seeing candidates as potential clients, when we do this, I can guarantee our recruiting methods will change for the better.
If you’re serious about hiring great people, you need to look at your internal recruitment methods and fix whatever is broken, and I can guarantee you, something is very broken.
The steep decline of recruitment practices over the last few years has taken its toll on ‘good people’, they are still out there, you just can’t attract them anymore. Agency fees have become unsustainable for businesses resulting in companies bringing recruitment ‘in-house’. It’s usually carried out by a Hiring Manager/Supervisor who lack time and experience in recruitment methods and practices, let’s face it, it’s not their thang! Going with ‘gut’ to sort through candidates just isn’t enough. It’s just one of the factors affecting the Recruitment Industry. Sure, some Recruiters need to be accountable for the disgusting way they have treated their candidates in order to win their commission but internal processes are also a major contributor in letting good people down.
I sit in front of great people every day for interviews and without a doubt there is a rise in candidates who are feeling miss-treated, disrespected and ignored. Their self-esteem and confidence are withering away faster than Usain Bolt can run the 100M. The main culprit is the brutal silence (crickets) potential employers and recruiters inflict on the application process.
We need to STOP beating the confidence out of decent, talented Human Beings. They may not be right for your current role but that doesn’t make them any less great as a person. If you treat your recruitment process like an inconvenience you don’t have time for instead of a marketing and sales venture, it’s time to outsource, you are damaging your reputation and brand.
The Most Common Mistakes Employers Are Making!
- They create Job Ads with the purpose to narrow the field of applicants. If your too lazy to go through applicant resumes properly – outsource it.
- Don’t create a list of ridiculous essential criteria that few (if any) people possess, you are closing the door on willing and talented people.
- Ensure you are paying according to the job description. If you’re offering entry-level wages for senior-level roles, you won’t be filling your role with the right person.
- Don’t use resume screeners that search for keywords! You’re not going to engage great people by allowing a piece of code to do what you should do yourself.
- Don’t use terse, unfriendly and non-committal automated email messages that pretty much tell an applicant, if your good enough for us, we’ll be in touch. Be creative, inject some energy and genuinely thank those that have taken the time to apply.
- Don’t load up a candidate with tests before making personal contact with them (a well written, friendly email is completely cool). Avoid treating candidates like cattle, invest a little time in them – written or verbal!
- Make sure your software or candidate management system is flexible. You need to be able to adjust according to the role your recruiting. Asking a Junior Admin Assistant the same questions as a Software Engineer is only going to increase your abandonment rates (meaning, the candidate loses interest in your process and you miss out on their great skills).
Try Some of These Simple Savvy Tips!
- Great candidates flee or are snapped up by your fast-moving competitors! Good recruitment is fast. If you take too long to respond (if at all), candidates will move on and you will miss out.
- At interview stage, how about answering a candidate’s questions first before you start the onslaught of questions you have prepared for them. It sends a positive message that it’s not all about them being good enough for you!
- Get back to all interviewed candidates within 2 days. Its respectful and the kind thing to do. I’m astounded by how many candidates come in to see me post employer interviews and they never hear back – its RUDE!
Giving feedback to an unsuccessful candidate isn’t always easy, it can be confronting and awkward but not giving feedback at all is worse. Most employers fear the unexpected reaction they may receive from their feedback, so I understand why it may seem easier to avoid it. If your uncomfortable, try sending written confirmation first advising the candidate they have not been successful this time and thank them for their valued time. Always provide an open invitation for the candidate to contact you for specific feedback (should they want it). Trust me, 9 out of 10 won’t bother, they are just grateful they know where they stand and this leaves a sweet, positive taste in their mouths rather than a sour negative one!
For more strategy and tips on Job Ads and getting clear on job descriptions, you can read more here https://kerriduff.com/2017/01/14/5-strategies-to-attract-top-talent-to-your-business/
The bottom line… we need to start giving a shit about our hiring processes and the way we treat people. Invest or outsource where you need to, implement HR work systems across the company so hiring managers who lack experience in the field of recruitment can follow ‘best practice’ procedures. People are your biggest expense, don’t skimp or penny-pinch in areas of attracting the right people and most of all, BE KIND, we all want to be treated as human-beings.
Kerri is a 20 year Recruitment Veteran! Clients have described her as a super smart, recruitment professional who’s all about innovation and efficiency!
“I love creating time-saving processes without sacrificing integrity. My network of candidates and clients has been built on many years of trust, doing the right thing and above all, honesty.
I have a wicked sense of humour and don’t take myself too seriously. I’m a mother to 2 energetic boys, I never iron and I begrudgingly cook dinner most nights 😉