Audience Select the #1 “dumb thing” that recruiters do 1.Using active approaches for passive candidates 2.Not identifying their job acceptance criteria 3.Not prioritizing jobs 4.Not managing the candidate experience 5.Expecting dull position descriptions to sell 6.Not learning the business 7.Using the same rec. process for
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Audience Select the #1 “dumb thing” that recruiters do 1.Using active approaches for passive candidates 2.Not identifying their job acceptance criteria.
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Audience Select the #1 “dumb thing” that recruiters do
1. Using active approaches for passive candidates 2. Not identifying their job acceptance criteria3. Not prioritizing jobs 4. Not managing the candidate experience 5. Expecting dull position descriptions to sell6. Not learning the business7. Using the same rec. process for different level jobs8. Making slow hiring decisions 9. Assuming interviews are accurate 10.Not taking advantage of EE referrals
(Action steps – one day hiring, interview Friday, video interviews)
5. Using the same rec. process for different level jobs(Consequences – no returned calls, slow hiring & low qual. hires)
(Action steps – 1 day hiring, interview Friday, video interviews)
6.Making slow hiring decisions (Consequences – those with multi-offers gone, frustrated mgrs., rev. loss)
(Action steps – one day hiring, interview Friday, video interviews) 20
The top 3 dumbest things that recruiters do
1.Not managing the candidate experience (Consequences – hurt brand, lose customers, they extrapolate)(Action steps – measure satisfaction, visit glassdoor.com, ask in orientation)
2.Expecting dull position descriptions to attract(Consequences – competitors get the best, mgrs. frustrated)(Action steps – call marketing, compare them, drop comp.)
3.Not taking advantage of EE referrals(Consequences – loss of volume, quality, assessment & selling)(Action steps – responsiveness, tie to social media, proactive)
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Not quantifying the $ impact of hires
Not measuring the quality of hire
Not preparing for innovators
Underutilizing mobile
Trial-and-error social media use
Failing to develop a business case
Not learning fast
Not looking if a competitor is hiring
Failing to use the best sources
Mistaking software as solutions
Assuming resumes are accurate
Assuming that rec. tools work
Dropping the overqualified
Dropping job jumpers
Dropping rejected candidates
Overemphasis on the past
Using generic competencies
Being a requisition coordinator
E. brands that don’t differentiate Allowing hiring managers to hire for their needs