Are these Really the 7 Deadly Sins of Recruiting?
Let’s take a look, shall we?
Sin #1: Not following the ‘Google Rule of 5’ – Up to a few years ago, Google would have employees go through a 12 – 14 meeting process. This would result in dreadfully long staffing cycles, loss of top talent to competing internet companies and overall inefficiency when attempting to recruit employees in the masses.
In 2011, Google switched its recruiting approach to limit each applicant to 5 interviews. If Google can hire an engineer in 5 interviews, there is no reason why your firm should not be able to hire your sales and marketing personnel in 3 or 4.
Sin? I would have to say yes. I don’t think you necessarily have to follow Google’s 2011 approach of 5 interviews, but I do think having a maximum amount is important. Candidates can easily get bored and become uninterested in a drawn out recruitment process. Even worse, top talent can be snatched away by another company or competitor if your company takes too long to make a decision. Most people need jobs now, you know?
Sin #2: Searching for the perfect candidate – In 10 years of recruiting, I’ve never seen the perfect candidate. I’ve seen a solid candidate write the perfect resume, but am yet to see the “perfect” candidate. Perfect candidates are not hired. Rather, they are molded through leadership and training.
Sin? Yes and no. Recruiters should have a standard that they’re looking to hire, but should also know what areas he or she is willing to “bend” and be flexible with when it comes to securing talent. Without standards and requirements you could just hire anyone.
Yet, the flip side is to remember your flexible areas. While you should definitely search for a candidate that is up to par, don’t immediately write off someone who may have every quality and experience you’re looking for except one, automatically deeming the individual imperfect.
Sin #3: Crossing the line from under compensated to underappreciated – Some clients whom we work with have a corporate culture of making low initial offers to candidates. This is intended to cushion any financial blow that a counter-offer may bring.
While this sounds good in theory, there is a breaking point. Once an offer dips below a certain number (typically anything equal to or less than they are currently earning) that candidate feels under appreciated, under valued and highly insulted.
Sin? Yes. Candidates know their worth and will desire to be compensated as such. Blatant low ball offers just aren’t good business practices.
Sin #4: Quick hires –For hiring companies, quick hires are problematic for a few reasons. The first and most notable is that it makes the company appear desperate and the job seeker will typically reject the prospect of working for the firm altogether.
Sin? Not necessarily. Speaking from a candidate’s perspective, a quick hire doesn’t necessarily mean that you didn’t take the time to thoroughly decide that I’m not fitting for the position. Sometimes recruiters can tell right away if a candidate is the one or not. Besides, like sin no.1 explained, candidates will prefer a speedy hiring process.
Sin #5: The first choice or nothing scenario – A mistake that our recruiters often prevent companies from doing is to not pick a second option. When hiring, firms aren’t always going to get their first choice. The smart ones have a 2nd place.
Sin? Yes, I definitely agree. It’s like in life: have a plan B just in case plan A falls through. Recruiters should have a ‘backup candidate’ as well.
Sin#6: Not being able to sell the job – Part of recruiting is selling. If a hiring manager can’t make a job enticing, they won’t attract top talent.
Sin? Most certainly. If a recruiter is uninterested or has no knowledge of (or enthusiasm for) the role, why would a candidate even want to work there? Don’t “commit” this sin.
Sin #7: Using too many recruiters – Often, firms will go out and hire a dozen contingency recruiters to represent their firm.
Sin? Could be. The people you hire represent your company. If you use a large amount of recruiters, ensure you have proper information on each and are able to monitor everyone’s actions. You don’t want any recruiter misrepresenting your company.