I certainly think so.
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.
What do you think?