Job-Seeker-0111I'm not a job seeker. I love writing and consulting. Been there and done it with the hiring process. Which means I know a lot about the hiring process too. Was hired to select a location for a New York office for a start up “social website”, as well as discover what else would be required to staff it and open it. That, to me, meant concise hiring requirements (for others to execute).
The office part was easy. I like “art deco” buildings, so I found one. I had a huge concern that a stupid employee application form or a flawed hiring process would give the company a “black eye” all over the “Web”. First decision was easy: only two individuals from the company will be involved; the hiring manager and the hiring manager's manager.

Found a great article on LinkedIn by Liz Ryan that surfaced a lot of things not to do and to watch out for.

For years we had been hearing about slooooow interview processes. We had been hearing about endless delays and interruptions in what should be a straightforward hiring exercise”. While a lot of the technical positions are outsourced, many Supply Chain Management positions are not. Most of the positions we will be hiring for are already defined such as an EDI analyst or a supply chain planner. There is little to no room to question or change these job specifications. There should be no obstacles like additional forms to fill out …. that should have been covered on the single employee application (if that is designed correctly). 

My policy: a “no excuses” three day time limit from first interview to hiring decision. Company has video conferencing all over the World already. A simple policy guide for managers will set the hiring process in concrete and caution about delays, changing the process at the last minute and other “tactics”.

Job-seeker abuse is real, and it's getting worse. It used to be that you'd send a resume and perhaps be invited for an interview. These days you send a resume or fill out an online job application, and your prize for making it past the first screen is that you get an auto-responder message with a quiz or a questionnaire in it.” Our question should be: Are any of the actions we take the same as we would do with a prospective customer? And really, a prospective employee IS also a prospective customer.

My policy: All contact with prospective employees will be by actual human beings.
Bet we have all been going through recruiter calls, followed by an email, then a big delay. Then an automated message about another form or another test. “Are you dealing with humans, or pod people?” You get into an interview process and things move along well, then everyone goes silent and pretends you don't exist. When/if they pop up weeks or months later, just like they don't miss a beat, just “Be here Monday morning”

My policy: No “Pod People”
I have had experiences where I presented my salary requirements. Recruiter said that should work. Gets to the stage of company making an offer and they begin to fiddle around. Comments like I'm too high. Or that is something like you'll get after a few years. Know what? I walked.

My Policy: A CLEAR AND CONCISE compensation chart right from the start.

My Conclusion: Think it will work? Please leave comments
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