Now that the economy is starting to improve, it is imperative that companies step up their recruiting efforts. Although many of these organizations think it is a “buyer’s market” in terms of attracting the best candidates, candidates are leery of being last person in and would rather stay put with their current environment versus the scary unknown. In addition, many positions are newly created so it is difficult to ascertain the best requirements for a job that has not existed before. Hiring managers are also overworked and tend to put recruiting off which just adds frustration to the process.
Although some companies including major banks have recruiting training programs for hiring managers, many others do not which can not only lead to “bad” hires but lawsuits, damaged reputations, and loss of productivity. These companies do not realize that they should have a process that includes the following:
• A training program for hiring managers that includes role playing, discussions about body language, recruiting protocol (i.e. do not let candidates wait too long in the waiting room), and appropriate follow up procedures.
• A list of appropriate questions that cover a candidate’s skills and accomplishments.
• A list of questions that are illegal, including sex, race, children, and religion.
• A form that hiring managers complete during the interview process that encompasses a candidate’s responses.
• A form that the hiring manager completes after the interview that details their reactions, candidate’s nonverbal style, and other pertinent information that can be used to assess the candidate.
• A timeline so that all parties involved in the search are aware of when the candidate was last contacted, the conversation at that time, and action steps, if necessary.
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