Moderator: Liz Ryan
Here’s the issue: Observers of the current organizational recruiting-and-selection process, in place at most employers, have noted that it’s a contender for the dubious ‘least functional corporate process’ award.
While Six Sigma and LEAN principles are in place in large and small organizations, governing processes from new-product design to the ordering of paper clips, the recruiting function too often sits in a slow, bureaucratic, talent-unfriendly realm of its own. A few of the symptoms include:
1. Candidates wait for weeks to hear from employers after what seemed like promising job interviews.
2. Candidates are treated like third-class citizens during the selection process as they go through the tedious and even insulting screening steps, also known as the Seven Trials of Hercules routine. (“Here’s our online personality test key, and when that’s done, we’ve got an honesty test, a writing test and a little math test for you to take…”).
3. Employers ask candidates to trust in them (that the company will stay in business, that the managers are ethical) but show less and less trust in candidates (“We’ll be needing W-2s for the last five years of employment … ”)
4. More and more selection processes are ‘front-loaded’ (“Before an interview, we’ll need three references, a credit check, and ...
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- Tags:
- Clearview Collection, Hank Stringer, Jeff Hunter, John Sumser, Liz Ryan, Recruiting, Rusty Rueff
