The Recruitment Process and the War for Talent

The #recruitment process for most companies has not changed for decades. You advertise a position, get CVs, someone short lists them and you invite candidates for interviews. The CVs are often not an accurate representation of what the person has done or achieved and the interview process is more often than not quite subjective.

I may be exaggerating a bit and I am sure there are companies who have a more refined process for shortlisting candidates and interviewing them but most companies I come across are still following the sort of flawed process that I described earlier.

Ofcourse, there are various digital platforms including LinkedIn Talent Solutions and job portals as well but they too rely on the CVs followed by the #interview albeit the shortlisting process is automated to some degree.

How can we expect to find the ideal employee when the process is so outdated and flawed?

Let's first focus on just one aspect of this process, that is the #interview. Picture this, the candidate comes to the interview all dressed up and ready to impress. The employer, depending on the role and the relative bargaining power, is either indifferent or where they are in genuine need, will also be just as keen to impress.

In some ways, it reminds of the "first date". Both parties are trying to put their best foot forward.

During the interview, the employee exaggerates what he has done and is capable of, while the employer tells them of their excellent #culture, their commitment to #professional development and the fast track to #career progression. Oh, let's not forget the standard discussion regarding #values, #vision and #mission that often ensues during this interaction.

The employers end up doing most of the talking and making the sales pitch, yet it should be the other way around.

If things go well, the prospective employee is offered the role. After a few weeks in the position, problems start to emerge. The employers start to notice that the work being delivered is not of the standard they were expecting, while the employee discovers that the culture of the team is not how it was described. The mismatch of expectations leads to a lose:lose situation with both parties feeling disappointed and not sure of what to do next.

What could have been done better?

There is no magic wand but consider the following:

• Shortlisting process should be made more objective by introducing technical and personality based testing. This can all be automated.
• Interviewers should be well trained and know the right questions to ask.
• Don't rely solely on the interview, ask the short listed candidates to make a presentation that tests their skill set and experience.
• Allow the candidates to meet their future team members, visit the factory/office. Get feedback from the team about the candidate.
• Check the references thoroughly.
• Be honest about the challenges/issues the company or the department. If that seems too hard, atleast refrain from exaggerating!I hope all these ideas will help you to increase your chances of #winning the #war for #talent.