A company that I am familiar with sent out three job postings for the same position over the last four months. Each version of the posting differed slightly from the previous one, a reflection of the fact that although the job was filled after each round of postings, the applicants who were selected did not work out. The final version of the posting contained an additional sentence stating that the successful applicant would be paid hourly for the first two weeks, after which a decision would be made whether or not he or she would be retained on salary.
In today’s job market the overwhelming volume of applicants may be making it difficult to select the right candidate. Just as candidates are struggling to stand out amongst a pile of applicants, employers are struggling to sort through a massive influx of applications.
Sandra Lowe-- vice president at Veritude-- writes “We all know that good hiring decisions positively impact an organization and drive up business results -- and bad hiring decisions negatively influence productivity and drive down quality and morale.”
What measures are companies putting in place to ensure their hiring process is the best it can be? In the example I mention at the beginning of this blog, the final job posting was changed to include a very specific description of the sales expectations and salary. Lowe includes many valuable suggestions in her article.
Considering the economic circumstances, the volume of applicants, and the need to reduce costs, now may be a good time to take another look at job descriptions and job expectations. Reviewing performance expectations for open positions to ensure they accurately reflect strategic business objectives and follow the SMART format can improve the hiring process. Once goals are clearly defined, the question becomes: are the salient points communicated to potential candidates at some point during the interview process?
In a semi-related article, Peter Bregman puts a unique spin on searching for a job. Bregman proposes that if individuals who are searching for a job volunteer in a field they love, then they will find work more quickly than if they use traditional job search methods. Volunteering allows an individual’s interest, dedication and skill to be demonstrated in a way that is difficult to reproduce in an interview situation. Candidates also increase their opportunities to interact with individuals who already work or volunteer in their preferred industry. Employers can surely benefit from this approach as well. Perhaps a pool of volunteers already exists from which new hires can be sourced.
What measures do you suggest?
References:
Bregman, Peter. “Need to Find a Job? Stop Looking So Hard.” Harvard Business Publishing [www. harvardbusiness.org]. February 6, 2009.
Lowe, Sandra. “Revamping Recruiting.” Human Resource Executive Online [www.hreonline.com]. March 2, 2009.
