Speaking at the Castille workshop titled 'Talent Acquisition in a Full Employment Economy’ at this year’s FHRD (Foundation for Human Resources Development) conference, Mark Sims, Senior Manager at Castille, began by explaining that one underlying reason we are seeing more and more of a breakdown in the hiring process is pace.
By using the analogy of a house on the market, Mr. Sims compared the effect of an organisation's employer branding image when a job advert is open for nine months - having a house on the property market for nine to twelve months, one may think there must be something wrong with that property, or the owners might be asking too much. Similarly, with focus back to a job on the market for nine months, the candidate is likely to feel that there might be an issue with the company in question, or conversely regrading the price, the candidate might feel the company is desperate to fill the vacancy and so use that to their advantage to put up their salary expectations.
This therefore creates a more difficult situation for recruitment, since as the market gets tougher, it gets faster, and candidates’ expectations become higher too, making speed key in ensuring a successful employer brand.
Mr. Sims went on to mention some points to keep into consideration during the hiring process - the first point mentioned was that of the speed to market - to get to one’s target audience directly and with the energy and pace one would expect from their applicants. In addition, being ready to hire quickly is essential, this is done by keeping in mind the simplicity, the number of steps and stakeholders during the hiring process. It is also important to keep a timeline for each step in the process, whether online tests or interviews are being carried out separately or concurrently, and if the order makes sense. Further to this, Mr. Sims moved to the next stage where he discussed the types of assessments being used and how they are adding value, and whether the assessments match the level of the role.
In conclusion, Mr. Sims mentioned how there must be nothing more disappointing and frustrating for recruiters as they reach the end of the recruitment process than finding the candidate they want, who has a salary exception, and offering them ten thousand less, resulting in a loss of interest by the candidate. Therefore, such a situation could be avoided if such expectations and other points of interest are mentioned in the job description and are talked about honestly and openly at a very early stage of the hiring process.
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