Many a Slip between the Recruiter and the New Hire | DCR Workforce Blog

Many a Slip between the Recruiter and the New Hire

recruitmentEvery organization, big or small, faces the challenges of recruiting workers. Whether the recruitment happens through family and friends, or a fully professional recruitment team (with many different combinations in between), the hiring process has always been and will always remain extremely crucial to the success of the business. Finding the right talent is an ongoing challenge for one and all.

Business schools and human resources departments continuously discuss the cost of recruitment, the impact of a bad hire, the importance of the employer brand, the shortage of talent with specialized skills, and related topics. Social media and human resources technology have been brought to bear to make sure that companies manage their talent acquisition function smoothly and effectively. So why do hiring managers and candidates still overwhelmingly feel that the process is inefficient, and often frustrating? Companies need to focus on this function, every step of the way, to ensure that they avoid the delays and hurdles – the many slips between the cup and the lip – that dog the talent acquisition process.

DCR conducted a simple survey of hiring managers and job seekers. For each audience, we asked, “How would you rate the experience of finding a job (or finding a new employee)? We then asked, “What is wrong with the current process?” Both groups rated the experience somewhere between “somewhat disappointing” and “very disappointing”. Curiously, they had the same complaints regarding the typical process: it takes too long, and communication is poor.

We then examined the underlying causes:

Poor communication:

  • Job descriptions are often not specific enough to present a clear picture of the job’s requirements – both skills and work styles.
  • Recruiters and hiring managers rarely spend the time needed to develop a complete understanding of requirements. As a result, recruiters often err in their evaluation and shortlist unsuitable resumes, wasting everyone’s time and achieving no progress in the process.
  • Large numbers of resumes are collected, but not organized well enough to be accessed as and when needed.
  • Not having an employer brand and latest recruitment methods could hurt an employer’s prospects. Candidates may dismiss open positions due to their lack of familiarity with the company.
  • While social networks are being viewed as the “next big thing in recruiting”, they require a great deal of work and focus to uncover candidates and positions, establish connections, and result in hires. Without the needed effort, social networking sites offer no value over traditional recruiting methods.
  • Communication is crucial to such a people-intensive process. All stakeholders require timely information and status updates. Not having such communication could prolong the process and damage a company’s employer brand. The number one complaint made by job seekers is that recruiters initially are very attentive, but in the midst of the process (typically right after the interview), there are long gaps in which the candidate hears nothing about the status of the position.
  • Outstanding employees, both temporary and permanent, typically find that once they leave an organization, the former employer fails to stay in touch with them. This oversight causes organizations to lose access to a huge pool of talent they can tap into, if they only knew how!
  • Many companies fail to remove a job posting when the position is filled. Candidates waste time applying for non-existent openings.

Lengthy process:

  • Hiring managers may take an extraordinary amount of time to review resumes and shortlist candidates.
  • Companies increasingly attempt to avoid hiring mistakes by increasing the number of people serving as interviewers. Due to the number of stakeholders involved, interview scheduling is complex and prolonged, and decision-making tends to take longer.
  • A wrong fit may be actually brought on board, only to result in attrition – resetting the whole process back to the beginning. This problem tends to be much bigger at the senior executive level (C-Suite to CEO) but is not uncommon in roles which require creativity, initiative and niche, hard-to-get skills.
  • Not having built talent pipelines or pools from which one can draw when needed makes the job of a recruiter much harder.

It is necessary for recruiters and hiring managers to keep these thoughts in mind and stay alert for any hurdles that may be causing delays in their requisition-to-hire timelines. They should streamline their processes and implement software solutions which overcomes these hurdles and creates a candidate experience that makes the company a “destination employer”.

The content on this blog is for informational purposes only and cannot be construed as specific legal advice or as a substitute for competent legal advice. They reflect the opinions of DCR Workforce and may not reflect the opinions of any individual attorney. Do contact an attorney for advice specific to your issue or problem.
Lalita is a people/project manager with extensive experience in operations, HCM and training and development across industries like banking, education, business consulting, BPO and information technology. She believes in a dynamic approach to life and learning as change is the only constant.