That should give you enough insight to make a decision around suitability to progress.Ĭompany wide hiring manager workshops, whether that’s on topics around D&I, Candidate Experience or Assessment & Selection. The solution? Get to know what the manager is looking to understand in the telephone interview and introduce it into the pre-screening calls you do anyway. It’s an extra step, more time for TA to organise and feedback, more time for the hiring manager, more time for the candidate and lengthens the process. Introducing a telephone interview step into the process with the hiring manager to get a better ‘feel’ for the candidate. We need to make sure those asks are adding real value.Īnd what do I mean by over engineering? Literally anything that isn’t adding value or driving efficiencies, some examples off the top of my head: Now I’ll be first person to stand up and say managers should be actively involved in the hiring process, but they’re going to have to drop other things the more time you demand of them. It’s the same for your hiring managers, they’re often short of time and have a day job to do too. When you start added new steps or processes in an attempt to improve things, you’re adding more plates and another is going to drop as a result. Time is a luxury that most recruiters don’t have, you guys all know how many plates you’re already spinning right now. So what’s the problem with over engineering? Aside from cost, the other big one is time. It’s done with the best intent but rarely solves some of the real challenges they face and usually introduces new ones. However, the other thing that I can say is, that whilst new ideas and experimentation are great, they often lead to overly complicated processes or ways of working and result in the basics being totally neglected if they’re not already fully embedded.Īs TA folk (myself included!), we sometimes have the habit of overly complicating things, and many an organisation are guilty of over engineering their approach to hiring. Over the years I’ve worked with and in a few different Talent Acquisition functions and the thing I can safely say about most of them is that they have bags of energy and never short of ideas in terms of trying to improve their current TA approach or hiring processes. Maybe it’s been worth the wait, maybe not, but finally decided to put this together so here goes. I’ve been meaning to write this for quite some time, but never really got around to it.
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