What grinds my gears – recruitment

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Another in the occasional series where I vent. I could call people out on this but I won’t because it’s a) not professional to air this publicly, and b) I’m still actively seeking work. If you think I’m talking about you, get in touch.

Job boards scraping other job boards to post the same jobs in a dozen places. STOP. If your brand is being represented like this, think about what it looks like.

Recruiters, please answer your e-mails. Even if it’s to say a job has been filled. Leaving people hanging is unprofessional and doesn’t represent you well.

People seeking work KNOW when you’ve written a spec so specifically that you’ve already decided who you’re going to award the job to. Think about how this represents you.

LinkedIn – you don’t have to re-send the same job, every day, for a month. Check your algorithms.

I’ve managed in ATS and know what they’re like. If you have to use one, make it as personal as possible and understand that most people are trying to get ONE job from you.

Not offering feedback at selection is really mealy-mouthed. Yes, I know it’s a capacity issue. Yes, I know it’s a pain to do. Yes, I know it’s wasted time. Reputationally, it does more for you than you might ever know.

Setting a dozen criteria to be ‘exceeded’ and limit people to 500 words to demonstrate them isn’t reasonable. Think about how it represents you as an employer.

If you’re scoring, explain in detail what the scores mean. With examples. The difference between acceptable, good and strong, needs to be more than adequate, substantial and significant.

Name jobs properly.

Describe jobs properly.

Timetable your recruitment process.

If you don’t include salaries in your adverts, you’re going to get lots of people withdrawing and you will have to do the same thing all over again.

3 thoughts on “What grinds my gears – recruitment

  1. Just wanted to say thank you for posting this.

    I’ve been searching for a few months and grateful to have secured a role. That’s not been without it’s challenges.

    If there’s anything I can do to help Andrew please let me know. What I can offer might be limited, but here to help if I can.



  2. Recruitment is the one part of HR that links with the external (potential) customer base – I have had some brilliant examples of recruitment – and some…. well …. er…..
    What would marketing do? Would marketing advise what happens in recruitment? Whilst not a fan of net promotor score in L&D – it is worth recruitment thinking about it.

    Recruitment is one of my favourate people practices – it is never wasted time giving feedback…. Never…


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