Comments on: hiring strategies for 2009

By: Jennifer

Jennifer — Fri, 17 Jul 2009 10:54:32 +0000

Nice topic! Yeah like other things, hiring strategy needs to be improved too. All those companies who have not incorporated pre-employment testing in the hiring procedure should better do it now. Those who already have, there is not stop to innovation. Make your tests customized and contemporary. Don’t worry we do that!
To see how we at HireLabs research thoroughly to bring up newest products like ProfileSense: http://www.hirelabs.com/

By: Chris Young

Chris Young — Mon, 29 Dec 2008 17:26:57 +0000

Excellent post Tim and great suggestions for improving on any organizations hiring strategies!

I’ve featured this post in my weekly Rainmaker ‘Fab Five’ Blog picks of the week (found here: http://www.maximizepossibility.com/employee_retention/2008/12/the-rainmaker-4.html) to share you post with my readers.

Be well Tim and Happy New Year!

By: Amie

Amie — Tue, 23 Dec 2008 17:19:11 +0000

I could not agree more with your conclusion. Candidates are figuring out that a job posted isn’t necessarily a job filled. No gimmick out there, whether it be paying for a “premium” membership or to have resume “experts” write the resume for you at an exorbitant cost is going to get them in the door any quicker.

So many companies say that the candidate is their #1 priority when instead it is more about the recruiter’s #1 priority to get the highest number of resumes to store in their ATS. I can remember the day when a recruiter’s job was to actually help a candidate find a job and there was communication which doesn’t exist today. As a result, candidates are becoming ambivalent.

By: Michael

Michael — Tue, 23 Dec 2008 14:10:55 +0000

The big take away for me is the fact that recruiting must be a collaborative conversation between recruiters, hiring managers and candidates. The most important part of the conversation is that it must be as transparent as possible for all parties. Keeping the communication open means that no party will be dealt a surprise.

With respect to agency and vendor usage, I believe we need to demand more from them if they want to continue to support our efforts. In my mind, the ATS is currently being used as a job posting machine and a resume repository. What they should be used for are a means to document all conversations and activities of a candidate. This allows for a more effective recruitment process.

Additionally, the entire recruitment process needs to be aligned with the strategic objectives of the company and fully support the mission statement. Managers should be evaluated, at least in small part, on their adherence of all recruitment objectives and held accountable for long recruitment cycles. It is not a function that is passed off to the recruitment team. It is a collaboration and partnership between two functional areas of an organization.

By: Bob

Bob — Tue, 23 Dec 2008 06:03:23 +0000

I agree with Nick. Why would aplicants want to save applications? I mean when you can just send it straight to a hiring manager and lose all of the time you spent filling out the application when the hiring manager hires his college buddy.
What an ineffective unefficient waste of time to fill out a profile and have it stored and viewed by multiple potential employers, why would anyone want to do that?
I’m an art teacher, I appreciate anything (like craig’s list) that is free first of all and secondly that allows me to spend as little time re-entering all of my information over and over again. Nick, you’re obviously not an artist. And will you share your data base of direct to email applications with the rest of the world?

By: Nick

Nick — Mon, 22 Dec 2008 17:55:24 +0000

I totally agree that the hiring process MUST change. Having an automated process on your website is fine. However, the online application should only be activated when there are actual job openings. Too many employers are posting ads on career boards, and of course, Craigslist, when in fact there are no job openings. They posting just to beef up their applicant tracking database. This is not effective or efficient.

If an applicant fills out an online application at their website, it should go directly to the hiring managers email inbox. It should not just go into a database. Applicants will continue to get frustrated with this process. Granted with unemployment up, more applicants will lead to more frustration.