Having hired over 13,000 people in the past 10 years, I will tell you that the current requirements to hire a new employee have become daunting. I am beginning to think that a large portion of the unemployment rate is self inflicted. Each year, we are finding more ways to screen out candidates instead of finding ways to include or grow good talent. Here is listing of just a few of the hiring requirements that our members have had to comply with in order to be considered for employment.
– Resume submittal into an applicant tracking system
– Telephone interview
– Hiring Assessment (Six assessments is the highest number that I have heard of thus far.)
– IQ test (Yes, you read correctly.)
– Personal interviews (11 are the highest so far)
– Group interview (the largest panel has been 12 members)
– Requirement to submit a 5 minute, self-developed video of why you are qualified for the position.
– 15 minute stand-up presentation including a PowerPoint presentation.
– Submittal of a marketing or territory sales plan
– Submittal of your latest W-2
– Confidentially agreement and non-compete agreement
– Filling out an Application for Employment
– Drug and background check
– I-9 identification including 2 pieces of government issued ID or passport.
At any point in the hiring process, someone involved in the evaluation can say “no”. “No” is a safe answer. There is little risk in saying “no”. Saying “yes” commits you to the decision and to the success of the candidate. I’ll take the risk. Making a new hire successful is a responsibility that I accept.
Let’s trim down the list and say “yes” more often.
There are certain traits I think every Recruiter needs to have, to be successful. Here they are, in no particular order:
Be structured. Recruiting is a few simple disciplines practiced every day.
Be able to adapt. You must me able to drop what you are doing to start something else. You never know where that next phone call is going to take you. This is the people business, we deal with people all day long. Even though each situation or scenario is the same – it is also different.
Don’t be afraid to ask questions. You don’t know everything. Ask the candidate and company – they are the experts. Keep learning and become the expert in the industry.
Partner with the Candidate. You are in this together. Be the expert, be the advisor and counselor. Make sure they have a good candidate experience. They are going to get a job and if it is not yours then make sure they remember you and refer others to you.
Pick-up the phone. Too many newer recruiters are relying on technology and email. Just pick up the phone and talk to people.