In this third generation of recruitment and the smart talentscape, recruitment or hiring or talent acquisition is going to get lots more challenging. We need to make things simpler to be more effective.
Before we look at the improvements lets look at how the recruitment process or the talent acquisition process actually works. Here is how it goes:
Hiring manager creates a Job Description writing many lines of what he expects from the prospects, the skills required and describes the job and responsibilities
This Job Description goes to the HR manager or Recruitment manager who may add some more details on the company or the job
The Job Description is now posted on the job boards, posted on the company website, sent by email to prospects and also sent to the external recruitment vendors
The receivers – the prospects of this JD (hopefully) read through the JD or (mostly) give a glance to it and send their resumes
The resumes of the prospects are given a few seconds of reading by the recruiters, shortlist a few and have a chat with the prospects to further ascertain suitability
The shortlisted prospects – now candidates’ resumes are sent to HR or Recruitment Manager who arranges for interviews with the one or more of the internal employees
Those shortlisted after the interviews are sent to the Hiring Manager for his or her decision on the hiring of the candidate
The problems with this process are several. Some of them are:
– Job Descriptions are not well written (writing from scratch is always difficult). There are certain expectations of the skills that the Hiring Manager has in her mind. She may or may not be able to put it clearly on paper
– When many a times they are conveyed orally with few top of the mind skills Example “Get me a Java guy”
– The long text, if written, is scanned by the recruiter for the keywords that he should look for in the prospect. After all he is going to search for prospects and also shortlist on these key words.
What if the recruiter misses out some keywords? Or focuses on the wrong keywords? Yes, this happens quite often. After all the recruiters are not as knowledgeable about the skills as the Hiring Manager would be.
So we have the first major problem – understanding of the what to look for is not commonly shared and understood between the Hiring Manager and the recruiter
In this process the right prospects could have been given a slip or the wrong prospect may have been targeted
– Now the prospects also could get wrong communication on the expected skills as he is getting this information from the recruiter who himself has not fully understood the requirement
– The recruiter is also not able to do a good screening of prospects because he has not been clearly information on skills (note this well please). He has an understanding of the location, notice period, salary, etc. Which he checks, but he is not able to do the same on the skills part
This is the second big problem – lack of proper screening and selection based on skills required. This in the further part of the process is going to lead to waste of time of interviewers and employees in the company.
Why do these problems happen and what can we do about them:
– Lets simplify, get precise and collaborate
– Lets simplify the process of articulation of skills. Let’s get away from the requirement of text for Job Descriptions. When we are looking for buying a product we are looking for features and not the one page of text (who has time to read them). We want to know quickly and precisely what all the product features are.
Can we do this in the case of JD as well?
– Lets ensure that same specifications are used across the process – right from the Hiring Manager to the recruiter to the prospects to the interviewers. Why have JDs, then resumes and then evaluation forms – different text documents at different stages. Don’t be marketing surveys use standard templates, distribute them to the actual people who conduct the survey (so that even if they don’t have the domain knowledge they can ask the right questions and look for the right messages in the answers they get?) The same information is easy to collate and analyze at different stages, right? If so we could do this for recruitment as well
We would be doing away with different pieces of texts – JD and so many resumes of so many prospects and would be getting into standardized data and input – those that can be easily understood, appreciated and analyzed too.
Surely, recruitment process needs to and can better – provided we are able to get away from the classical way we have been managing and living with the problems.