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Nine Ways Employers Screw Up Hiring

Honesty tests, “Must know Excel,” “Where do you see yourself in five years?” and all the other nonsense that bedevils the hiring process

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Liz does a wonderful job of seeing the forest and not just the trees. She highlights these ways that the hiring process is stumbling:

1. They don’t know what they want

2. They write bad job ads

3. They ignore their networks

4. They let excellent candidates slip through the cracks

5. They put up stupid gates

6. They neglect to design smart gates

7. They elevate “skills” over judgment and brains

8. They interview ineffectively

9. They don’t understand candidates’ needs

As a recruiter, one of the most frustrating things we face is hiring managers and/or HR teams not really knowing what they need.  Liz really nails it when she talks about the many times interviews start before the interviewer even knows what the new person should do, never mind what experiences or degrees he/she really needs to do it.

Job postings are far too often generic or stripped down versions of the in-house position descriptions torn from the compensation list.  They neither “sell” the position to the potential candidate, nor do they adequately describe exactly what the person who takes the job will be doing.

How many times do contingency recruiters get told that the person they found “was already in our database”?  Why was the database not checked first?

And how many excellent candidates have I had to tell “were not a match”, only because there was or was not something on their résumé which did not quite match what the first gatekeeper thought should or should not be there – even if the real problem that the company needed to solve was one that the candidate could easily carry out?

“Stupid gates” are irrelevant requirements like “only currently employed people need apply” or “must be able to lift 70 pounds” when really we are only talking about filling the copy machine.

“Smart gates” are job related requirements or tests that ask the candidate to really show his or her skills vis-a-vis the problem the company needs to solve – “read this and write about what we did wrong” – many applicants won’t even “read this”.

Way too many people are excluded from competing for good jobs because they lack 10 years of X (especially when X has only been around for 3).

Interviewing is a skill that most hiring managers have not learned.  Both the candidate and the hiring manager need to “sell” at the interview and both need to get to know the other person and test the fit.

Candidates, good candidates, who may become a team member need different things.  No one is generic – each unique and what person A needs in their next career step will most likely NOT be what person B needs.

How does your company compare?  Are you doing better than most?  Or is some tweaking in order?

CEO, CFO, For Professional Job Seekers, hiring, HR and Hiring Managers, recruiting , , ,

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