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Is your corporate arrogance alienating candidates?

Author: Social Media/Monday, November 29, 2021/Categories: Blogs

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When embarking on a new hire project, companies are extolling the virtues of joining their organization. However, job adverts, or recruitment briefs, developed by organizations, can quickly lose the interest of potential candidates, who are often currently in rewarding roles, by talking too much about the company and not focusing on how a candidate can develop their skills further by taking up the said role. This is sure shot way to lose a candidate’s interest, which is easily done in todays “click / swipe” browser world.

In a time where the employment pendulum has swung in favour of potential candidates, people are seeking opportunities that will enable their growth and core skills development. But employers often ignore this, and to their detriment, focus on how wonderful they are, rather than what the prospective new hire can expect from the firm – other than potentially, more money and a better job title.

Thoughtful companies will include how the role will develop the prospective candidate, what the professional challenges and accomplishments might be and, what a candidates’ opportunities for further success in the organization might be.

 

 

Interviews – a two-way process


In discussing interview protocols, we are critically aware of the importance of the right people interviewing/ meeting candidates. Businesses often require candidates to undertake multiple rounds of interviews, if made clear from the outset, this may not be an issue.

If all the interviews with multiple decision makers are “tell us about yourself” and “let’s review your CV”, candidates will quickly lose interest and withdraw from the process. Companies should be focused on the candidate, on why your firm is the best opportunity for the prospective new hire.

The slate of interviewers should be focused on key elements of the candidate, such as personal/ business expertise/ key dynamics of the role and candidate aspirations, then the process is holistic and motivational to the candidate to remain engaged.

Your scoring process should be transparent to the interviewers and while the final decision will be made by the hiring manager – all should be well aware of what they are interviewing about and how they should be presenting the opportunity to the candidate.

Interviews are not often thought about from the candidate’s perspective, but it should be the key component of the process. Ask what does the candidate achieve from each person they meet, and do they get a better organization picture and see themselves within the business?

 

 

 

 

Nothing is perfect


Nobody is perfect, least of all an organization that has multiple cogs and wheels affecting performance. People are not put off by gaining an understanding of what needs to change in a business, or key issues that are affecting the company’s performance. Indeed, candidates see this as a positive, as an opportunity “to add value” if they join. At a point in the interview process, it is beneficial for all to be transparent and be seen as genuine.

At the risk of sounding repetitive, interviewers and other decision makers often want to present and support the corporate line. In doing so, they may perpetuate the corporate arrogance that is so unattractive to prospective candidates.

 

 

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