Archive for October, 2012

Recruitment process is by nature such that it awakens expectations and hope in the candidates. Every step in the process of being applied, being interviewed and finally having a personnel assessment makes the candidate hoping of being recruited to the position of her dreams. It takes time for the candidate and for the HR-person or manager involved to run through this laborious process – and sometimes the not-so-fitting candidate is chosen.

Only one candidate experiences a positive outcome – she gets a new job. The rest of the candidates will be probably frustrated even if the recruitment process was excellently organized. They might already have imagined themselves in the new position – how they could get some new inspiration and motivation to their career, how they could proudly tell their neighbors and relatives about their new job, etc. This is the name of the game and we all know it, but still on an emotional level this disappointment can harm the image of the recruiting company. We cannot disguise our emotions, even though rationale tells us that this is just life.

So, what to do to lessen disappointment or even prevent it? Recruit all? Of course not, but give everyone something and make this tedious process more pleasant for both the company and the candidate. And remembering that pleasant can also mean more accurate.

Usually the process on the candidates part begins by sending an application and then waiting. And waiting. And waiting more, as the recruiting manager and HR are nearly overwhelmed by the incoming applications. So, why not let all the candidates do something while they wait. Something that would benefit them immediately and give them transparency (read also realism) about the process. The benefit would be immediate feedback about their competencies and how they are doing in the recruitment process: Is their fit good the company and position? Also general feedback about their competencies could be given.

Furthermore, though there are good IT-systems to help screening the applications and CVs, it is still has been nearly impossible to set criteria for prescreening that would really tell us about the potential of the candidates. It is a fair possibility that some of the most potential candidates are left out because they for example have not enough of work experience in a specific area.

Why not use assessment tools for all candidates that are interested and give them feedback. Feedback along with a possibility to learn are usually very rewarding on a personal level. Both feedback and transparency in the recruitment process would in the long run build good corporate image. Furthermore giving the candidates a possibility to show her talent already in the beginning of the process would give a fair chance to every applicant and prevent companies from errors due to irrelevant cutting criteria in the application phase. Besides this the whole process would be speeded to match the clock speed of modern business.

Give everyone a chance to show their talent, give everyone feedback, and ensure that your best candidate is in the process all the way through.


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