Your Corporate Strategy: It Just Doesn’t Matter? Part 15
If you and
your company think the current hiring and employment status quo is acceptable,
you have lost the game before you ever begin. As Lou Adler recently wrote, as amore
immediate business solution regarding a Bill Gates article, “HR Recruiting –
Stuck in a Time Warp” (current practices 3),
1. Stop using
skills and experience-based job descriptions
2. Measure the
hiring manager’s ability to attract, develop and retain top people. If talent is #1 this should be every hiring
manager’s number one performance objective.
3. Never interview
more than four people for any job. If
you need to see more than four people, something is wrong.
4. Define Quality
of Hire before the person’s hired.
Thank you
Lou. I would add employers have
forgotten how and why to hire.
In a recent
SHRM article, “Employers, New Employees Question Hiring Decisions”, “Half of
new employees surveyed reported they are experiencing buyer’s remorse after
accepting a recent job offer….. And they are not alone: With one in eight (14%)
new workers employed during a 12-month period having proved to be a bad hire,
many employers …are questioning whether they have made wise hiring decisions,
according to the study.”
Part of the
reason for this uncertainty is the failure of the hiring process to paint a
realistic picture of the job, department and company. Painting a rosy picture
or pulling a bait-and-switch once they’re on the job will just mean you’ll fill
that position again in six to 12 months.”
Remember “accurate” job descriptions are necessary. The hiring manager and internal recruiter must
schedule a meeting time. Focus on listing what the new hire will successfully
achieve in the first year before there is any discussion of candidate
requirements; then list minimal technical requirements and the personal
attributes needed to be successful.
You
will likely discover that there is a far wider array of backgrounds that fit
your position than you did prior to the meeting. The final position description
should place more emphasis on what the new hire will do versus just a laundry
list of candidate requirements. In fact, make sure you are displaying the minimum
requirements so you don’t exclude potential game changers from the
candidate pool.
Finally,
if you use an Applicant Tracking System (ATS), the parameters, keys words and
phrases must change to match these new broader minimums and expanding the
parameters for skills and generational norms.
Some last thoughts on the ever present ATS: Most ATS cannot read tables, text boxes and
headers/footers! This means the Microsoft Word Templates many use to format a
resume! These will not pass through the
system! Finally, unless you manage your
ATS job key words and phrases your ATS, the Talent/People/HR Departments and
the Employer may be using discriminatory recruiting practices….and a leading
cause of the 3 Rs (Ridiculous Recruiting Results)… a subject for another
discussion.
Next: Why do we have Ridiculous Recruiting Results
(the new 3Rs)?
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