It is probably the most inefficient process in business today. It's hard to think of any common business process that consumes so much time and energy, for such a high cost, for such a random result. Yep, recruiting sucks - for both employers and candidates.
For employers, there's hours spent sifting through applications doing little more than guessing whether each candidate's resumé is a true reflection of their capability. This is made harder when each resumé is in a different format, and they have potentially received hundreds of responses to their advertisement.
Online platforms haven't really helped, they've just monetised (for themselves) and entrenched the existing broken process. They've done little to really help employers find the best candidate, and absolutely nothing to make the process better for candidates.
For candidates, there's the guesswork of responding to what they think the employer is looking for, and then sending their application off to cyberspace - more often than not to never hear anything about it ever again.
Then there's the interview - for some candidates. They may not have been the lucky ones after all, as they're asked about their favourite colour, which animal they might be, what secrets they have, and a whole raft of other questions that are often insulting to their intelligence, and have absolutely nothing to do with how they will do the job. Then might come a 'personality' assessment. Really! As if most employers (or recruiters) are even qualified to interpret how the assessment might relate to the particular workplace.
For employers, they go through the interview process, identify the candidate, make the offer, only to find their candidate has accepted another position, leaves within the first week when they find the job isn't what they expected, or when they realise they don't have the skills the job requires. Then they often have to start the whole circus over again.
Do you smell the money burning? Let alone the raging frustration and untempered anxiety.
Now, if these were rare occurrences then we'd just say, "that's unlucky", but they're not! Every one of us has probably experienced this broken process exactly like this - as either an employer, a candidate, or both!
Let's change the game a little bit, so that we can make it work better for all of us.
7 TIPS FOR MAKING THE MOST OF A BROKEN PROCESS
How can we improve this? Employers, it starts with you! Here's how to improve your odds of making the broken jig-saw fit together to reveal the perfect candidate:
As your business grows, so does the need for robust HR systems and processes. Recruiting is a part of such a process, so it's useful to get expert help to implement reliable HR systems and reduce the stress of the finding the right people who can help you grow, and who can grow with you.
A reliable recruitment process is at the heart of employee engagement, so it's critical that your HR system applies the tips above, and delivers a process that your business can follow consistently.
H Agents write about the joys and challenges of entrepreneurship and managing people.