Talk to any senior professional from the Industry - particularly Human Resource Department - they would tell you how difficult it has become to attract right talent from external sources. They would also tell you about quite a few innovative strategies, being implemented, that they feel would attract professionals from target companies.
But when it comes to action, all strategies evaporate somewhere in-between before translating into net result. In that process, knowingly or unknowingly, internal recruiters end up even spoiling brand equity of their organization which is instrumental in getting the right people on board.
Let me share with you some of the hiring mismanagement I have noticed so far, as a recruiter, that I believe would directly impact organizations' brand value in recruitment market.
Case 1:
Two of the candidates shortlisted by an organization for telephonic interview were informed about a proposed time-slot for the same. They took time out of their busy schedule to ensure a focused interaction. Despite waiting for an hour, the call never came and upon inquiry it was found that the person who was supposed to call them was busy in an important meeting.
Same episode was repeated for next 5/6 days: Every day, telephonic interview would be scheduled with confirmation from both the sides and and interviewer would fail to call them up the candidates. And the excuse would remain same: Busy schedule! On the 6th day, candidates called up involved recruitment agency and said: 'If that's culture of the company, we are not interested.'
The company, despite being one the best in their segment and also a paymaster; however, through such unprofessional approach of that particular internal recruiter, successfully put a dent on its reputation as one of the best employer. If such practice continues, I'm sure, very soon the company would fail to attract any form of talent
Case 2
One candidate, who was supposed to attend an interview at 10 AM in the morning, was kept waiting until 5 PM in the evening and then he was told to leave and make it tomorrow morning as the concerned person was busy in important meetings. Obviously, he didn't turn up the next day!
Unfortunately, this became a regular practice in that company and now despite being one best in their segment they are struggling to find right talent.
There are several such examples I can mention here: Some stupid and foolish acts that silently kill organization's brand equity in recruitment market.
Recession or boom, talent crunch is a reality now. Organizations, that are unable realize it and take actions to improve their reputation as employer, would eventually end up hiring -- at least, not the right candidates. And that might spell doom for them in the long run.
Wake up guys! Look into every component of recruitment process to identify faults and repair them immediately. You may be a big and reputed company today, but never forget to monitor your hiring mechanism on daily basis and at all levels. Because, recent recession has proved that none is too big to fail.
Image: TU Photo log on Flickr
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