With the advent of national and international recruitment many years ago, I saw a huge decline in face to face (f2f) interviewing as the norm.
When considering best practice, then of course, meeting with the candidate that you are going to put forward to a client is the best option. So, why do so many companies not even consider this, when it’s an option to them?
You will often hear HR people and experts argue whether the recruitment process should be more geared towards the clients, the companies that hire; or the candidates, the potential employees. If we are being absolutely and even brutally honest, this is something that will depend on the times and the industry.
I had an interesting conversation with a client the other day who told me they were automating their recruitment system. They wanted to cut down costs and reduce the in-house recruitment overhead. I think they felt that they would be able to effectively recruit by filtering CV’s based on relevant word searches. Read more
“Putting People First” is more commonly preached but less followed in reality. What we observe is corporate executives and HR managers have been offering good lip service to this idea and advocating the principles to place people at the epicentre of an organisation success. However, in reality, a lot more is easier said than done.
This piece seeks to look beyond the “people first” adage and talks about the challenges to infusing transformation in the workplace culture. A healthy workplace culture attracts and retains the best talent, since the people are satisfied in their job roles and happy. Indeed, there is no counter thought on why not to place people first.
My New Year started with a turn down.
For those of you new to the industry, I‘m not talking about having my bed made in a posh hotel. No, this is a lot less pleasant. It’s ONE of the banana skins (and there are lots) in recruitment that one experiences from time to time. This was an international placement with a new client too, so it was doubly disappointing.
As part of my due diligence, I’m always asking the candidate what else is going on in their world. You have to, and I did. It becomes almost repetitive, but it also lets the candidate know that you are tuned in to their case. I’m also plain nosey and want to know what’s going on. Read more
Well, guess what… some of the blame lies with you!
Whether you are a recruitment consultancy placing people in their ideal jobs or a company trying to hire a new member of staff, if the candidate doesn’t accept the offer of employment, then you have to look to yourself first of all… before blaming them.
In the world of agency recruitment, the focus is always the same:
Selected Candidates + Clients = Placements = Commission
Nothing else matters.
And this has worked for us for many years. But increasingly we are seeing a neglected group becoming more vocal. Not only do they vent their frustrations online, but there are well established review sites that encourage such feedback (think Glassdoor).
It could be about the 45 minutes wait at the lobby despite being early for the screening interview. Or the stupid questions that were fielded which discussed everything under the sun except the candidature of the applicant.
And they are coming fast and furious from the candidates that didn’t get placed.