Last week’s blog post was about “What not to do when looking for a job.” But on the other side of the coin, many candidates have told me stories about bad recruiting practices. They also tell their friends and families and they tell others, ultimately damaging the corporate brand. If you are looking to be an employer of choice, then make sure your recruiters and hiring managers are enhancing the company image rather than tearing it down.
What not to do when recruiting talent
Do Not …
2. Reject all candidates because your expectations are unreasonable or the candidate is not a clone of you.
3. Make judgements and assumptions because a candidate went to a specific university or looks like a person from the past that did or didn’t work out.
4. Keep a candidate waiting in the reception area when you’ve set a time for an interview or waiting for an offer once you’ve made your hiring decision.
5. Make the candidate travel back and forth for multiple individual interviews instead of a panel interview or SKYPE interviews especially when the candidate has a distance to travel.
6. Bully or lecture a candidate by criticizing his/her resume, answers and appearance, or talk about all your achievements instead of letting the candidate reveal his/her achievements, strengths, and interests.
7. Sugar coat and “oversell” the job or exaggerate the culture of the organization.
8. Tweet that you are about to extend a job offer to “Name the candidate.”
9. Ask a candidate, “Why are you stuttering?”
10. Look at only the skills and knowledge, and forget to screen the candidate on fit with the team and culture so they are set up for failure from the start.
While reading through the list, did anything shock you! Unfortunately, there are bad practices and downright rudeness evident in some recruiting practices today. If you are wanting to be an employer of choice make sure you have best practice recruiting in place.
Call us if you to need to train and develop your recruiting and management team so they can Hire the Best and build company brand and a great place to work at the same time. And if you have any good or bad recruiter stories, please share them.
Best regards, Joanne Royce
P.S. The person who asked a candidate the question in #9, also needs AODA training!