HR vs Quality Candidates, who will win?

Wine & Hospitality Ezine

I recently received a call from a client who was unhappy with the responses they were getting from a job posting. No, not because they were not getting enough response, but because they didn't actually want any response! (I'll call this person X).

X said that they preferred not to receive resumes by email at all (all that clutter in the inbox!), that they actually want all applicants to follow a certain procedure to apply for any job. I assured X that of course I would update all their postings to include this information and would remove their email address completely.

I must admit that I was a bit surprised when I received the information: "all applicants must apply in person, from 11AM - 1PM on Tuesday and from 2PM - 4PM Wednesday only." There was only 4 hours per week when applications were accepted, and only in person! Of course for me, this begged the question: Was the goal to make the process as easy as possible on HR or to hire the best applicant for each position?

I often think that people get bogged down with work, and in the process of trying to make it easier on themselves, loose focus of the goal, which in this case should have been to hire the best talent possible. It might be a good time to take look at your recruiting process and make sure you aren't making some of the most common mistakes:

-Only taking applications in person, with no regard to the level of the position. Yes, of course for entry level or mass hired positions, this may be the only practical way to do things, however may companies apply a standard such as this across the board to all levels. Many candidates do not wish to walk through the lobby of your business to apply. They maybe working and would prefer to discreetly send in a resume to see if you have an interest in them.

-Having overly restrictive hours that a candidate can apply, such as the company above. Many candidates (and often the best ones) are already working and you may miss out on them if their schedule doesn't give them much time off or flexibility.

-Posting "no phone calls" in ads. Back when I was a recruiter for a NW Restaurant chain, all ads I placed said "Phone calls gladly accepted." Was I overwhelmed with phone calls? No. But it meant I got calls from great candidates who simply had a question or two before applying.

-Having a recruiting message at odds with your company philosophy. So many companies describe their company culture in way that is completely at odds with their recruiting message, i.e. companies that state they have an open door policy and team environment, yet state "no phone calls" "do not apply in person", etc. Your recruiting message is the first impression a candidate will have of your company and company culture. Make sure it reflects what you want it to.

What's working for you? Let me know!

- Margie

Do you need help with your social media strategy or a recruiting strategy make-over? Call me at 707-933-0687 or email me!

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