Sometimes an old habit can seem like an old friend. It can often fit within our comfort zone and prohibits us from improving ourselves and our business. Not all habits are bad, but when you need to recruit the right candidate, old hiring processes can hurt. And yes, even in 2015 there are still employers and recruiters using antiquated hiring methods. Here are six of the most serious offenders companies should be avoiding.
- Not on Social Media: Whether it’s LinkedIn, Twitter, Google+, etc…, social networking is here to stay. The companies that don’t leverage social media can be easily dismissed by potential candidates now and even more so in the future. Don’t make the mistake of disregarding a powerful online tool like social media.
- Considering Out-of-the-Box candidates: Sometimes companies get stuck in what they think would be their ideal candidate. Whatever the reason, it’s almost as if they’ve unknowingly assigned a stereotype to a position. This myopic-type way of thinking can truly minimize your hiring efforts when sourcing top talent. It goes back to that bad habit reference earlier. Remember new and exciting talent can come from anywhere, so be open to consider all out-of-the-box options.
- Ignoring Costly Hiring Delays: How many times have you mapped out a hiring timeline, only to realize that key stakeholders aren’t adhering to it? When the candidates are lined up and the process continues to be delayed, it’s time to focus on the real problem. Is it reference checking? Too many interviews? Or indecisiveness? Whatever the delay, ignoring the obvious will assuredly hurt your hiring progress. Some of the best companies around the world will always strive to improve their process. That’s what makes them great. Addressing all hiccups on an ongoing basis will keep your recruiting process fresh and costs down.
- Over-interviewing: Scheduling and conducting too many interviews can be a turn-off for top-level candidates. Is there a point where it’s overkill? Depending on the position, yes! Most hiring managers know that, but do the other departments? Sure, it’s important to get the key people involved, but how much is overdoing it? The practice where there too many people giving input for certain positions is definitely an outdated practice. Determine the approval process from the beginning and be clear with the candidate who’s involved when being interviewed. Communication is key so that your top prospects don’t get turned off.
- Asking Inappropriate Questions or Just Being Plain Rude: We’re not living in a “Mad Man” world, so collectively as a whole, companies must avoid those questions that are clearly uncomfortable or demeaning in any way. Even with all the laws of what you can/cannot ask in an interview, there are still interviewers who ask inappropriate questions. Most hiring managers understand this, but the real challenge for them is educating other stakeholders. Be smart, firm with your advice, but clarify that all parties must stay away from questions regarding the obvious; sex, religion, age, married/divorce, kids, etc… Not only is it illegal, but it’s also rude. Being respectful of candidates in all ways is definitely the only way to go. Leave any work stress you have at the door and focus on providing all candidates with a positive impression. Most of this is obvious, but there are still violators using this seriously offensive and outdated practice.
- Follow Up, Follow up, FOLLOW UP: Not following up with a candidate is so outdated it’s practically ancient. There may be rules within your company on following up with a candidate after an interview, but either way, don’t leave candidates hanging. Doing so can truly hurt a company’s reputation/brand image. If you doubt that, then you’re not familiar with the practices of candidates venting their frustrations online. They can and will complain when a company doesn’t follow up after an interview. A few negative online comments are one thing, but a slew of reviews or worse a viral campaign against a business can happen. Be smart and eliminate the “no follow up” habit immediately.
ABOUT THE AUTHOR, Ingrid Moore
Ingrid Moore is the Founder and CEO of Corporate Resources of Illinois, an employment & staffing agency withover 20+years’ experience located in Schaumburg, IL. Ingrid and her team assist employers with finding the right hire for their business. For more info, follow us on our LinkedIn Company Page, or follow us Corporate Resources of Illinois‘s Google+ page.
