Comments on: How HR/Recruiting Wastes $100 Million Every Year! http://www.ere.net/2006/05/05/how-hrrecruiting-wastes-100-million-every-year/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Tue, 14 Feb 2012 01:03:49 +0000 hourly 1 http://wordpress.org/?v=3.2.1 By: Deborah Jones http://www.ere.net/2006/05/05/how-hrrecruiting-wastes-100-million-every-year/comment-page-1/#comment-1629 Deborah Jones Tue, 09 May 2006 12:29:00 +0000 http://www.ere.net/2006/05/05/how-hrrecruiting-wastes-100-million-every-year/#comment-1629 Changing the 'bad habits' of interview committees is akin to quitting smoking...hard to do. Especially as most corporate recruiters display meekness when influencing committee members when higher level searches are at stake. Interview committees made up of VPs or Directors in corporate- land require loads of finesse and TLC in order to be orchestrated to conduct an interview process without short-cutting it. Their list of distractions, individual tendencies, and agendas is endless. Recruiters need to step up and consult with their hiring partners and make it known that while they are there to help and offer some flexibility, there are no shortcuts to an interview process done right. Once the 'right' process and criteria for decisions are bought into, there can be no compromise. Unfortunately, recruiters often drop the ball when someone with the power to fire them decides to back-slide into old habits. Changing the ‘bad habits’ of interview committees is akin to quitting smoking…hard to do. Especially as most corporate recruiters display meekness when influencing committee members when higher level searches are at stake. Interview committees made up of VPs or Directors in corporate- land require loads of finesse and TLC in order to be orchestrated to conduct an interview process without short-cutting it. Their list of distractions, individual tendencies, and agendas is endless.

Recruiters need to step up and consult with their hiring partners and make it known that while they are there to help and offer some flexibility, there are no shortcuts to an interview process done right. Once the ‘right’ process and criteria for decisions are bought into, there can be no compromise. Unfortunately, recruiters often drop the ball when someone with the power to fire them decides to back-slide into old habits.

]]> By: Lou Adler http://www.ere.net/2006/05/05/how-hrrecruiting-wastes-100-million-every-year/comment-page-1/#comment-1634 Lou Adler Tue, 09 May 2006 09:02:00 +0000 http://www.ere.net/2006/05/05/how-hrrecruiting-wastes-100-million-every-year/#comment-1634 Mo - I misread your point. We're in total agreement. Lou Mo – I misread your point. We’re in total agreement.

Lou

]]> By: Mo Edjlali http://www.ere.net/2006/05/05/how-hrrecruiting-wastes-100-million-every-year/comment-page-1/#comment-1632 Mo Edjlali Tue, 09 May 2006 03:47:00 +0000 http://www.ere.net/2006/05/05/how-hrrecruiting-wastes-100-million-every-year/#comment-1632 Howard: I read Lou's articles almost every week since I switched into this industry (from CRM). I love Lou and only comment with things I disagree with. I appologize if my last comment did not come out right it was not targeted at Lou at all. As for high ranking folks having equal voting rights - if they are not compentent and do not know how to interview they should not have any voting rights! Howard:

I read Lou’s articles almost every week since I switched into this industry (from CRM). I love Lou and only comment with things I disagree with. I appologize if my last comment did not come out right it was not targeted at Lou at all.

As for high ranking folks having equal voting rights – if they are not compentent and do not know how to interview they should not have any voting rights!

]]> By: Howard Adamsky http://www.ere.net/2006/05/05/how-hrrecruiting-wastes-100-million-every-year/comment-page-1/#comment-1630 Howard Adamsky Tue, 09 May 2006 02:33:00 +0000 http://www.ere.net/2006/05/05/how-hrrecruiting-wastes-100-million-every-year/#comment-1630 Mo: Fascinating ending to your comment on Lou?s article. Maybe you are reading Lou?s stuff wrong but I can assure you he has been providing content worth listening to for a very long time. Perhaps it is time for people to do more than listen; perhaps it is time to take action and change. Howard Adamsky Mo:

Fascinating ending to your comment on Lou?s article.

Maybe you are reading Lou?s stuff wrong but I can assure you he has been providing content worth listening to for a very long time. Perhaps it is time for people to do more than listen; perhaps it is time to take action and change.

Howard Adamsky

]]> By: Lou Adler http://www.ere.net/2006/05/05/how-hrrecruiting-wastes-100-million-every-year/comment-page-1/#comment-1628 Lou Adler Mon, 08 May 2006 07:44:00 +0000 http://www.ere.net/2006/05/05/how-hrrecruiting-wastes-100-million-every-year/#comment-1628 Mo - the best designer in a company is rarely the head of engineering. There is no correlation with rank and interviewing ability either. In fact I'd suggest there is negative correlation. The higher you are in the organization the more you over trust your intuition. Regardless why should you arbitrarily use rank or anything other than evidence to make the assessment? This is how bad decisions are made at every level. Hiring people is no exception. Lou Mo – the best designer in a company is rarely the head of engineering. There is no correlation with rank and interviewing ability either. In fact I’d suggest there is negative correlation. The higher you are in the organization the more you over trust your intuition. Regardless why should you arbitrarily use rank or anything other than evidence to make the assessment? This is how bad decisions are made at every level. Hiring people is no exception.

Lou

]]> By: Mo Edjlali http://www.ere.net/2006/05/05/how-hrrecruiting-wastes-100-million-every-year/comment-page-1/#comment-1624 Mo Edjlali Mon, 08 May 2006 01:01:00 +0000 http://www.ere.net/2006/05/05/how-hrrecruiting-wastes-100-million-every-year/#comment-1624 Lou good article not sure what you are trying to say with number 9, then again never understood the Beatles number 9 either ;) 9. Give the highest-ranking person more votes than everyone else, even if he or she is less qualified to assess competency. Are you saying not to give the most senior person the heaviest weight in the decisson process? I'm not sure that i agree with this. But if you're saying highest-ranking person should should be trained on assessing competency then I agree. In fact that should be fundamental to becoming a high ranking person. And they should have the heaviest weighted vote. As for deaf ears some of us are listening so long as you give us something worth listening to. Lou good article not sure what you are trying to say with number 9, then again never understood the Beatles number 9 either ;)

9. Give the highest-ranking person more votes than everyone else, even if he or she is less qualified to assess competency.

Are you saying not to give the most senior person the heaviest weight in the decisson process? I’m not sure that i agree with this.

But if you’re saying highest-ranking person should should be trained on assessing competency then I agree. In fact that should be fundamental to becoming a high ranking person. And they should have the heaviest weighted vote.

As for deaf ears some of us are listening so long as you give us something worth listening to.

]]> By: Alise Cortez http://www.ere.net/2006/05/05/how-hrrecruiting-wastes-100-million-every-year/comment-page-1/#comment-1622 Alise Cortez Sat, 06 May 2006 10:05:00 +0000 http://www.ere.net/2006/05/05/how-hrrecruiting-wastes-100-million-every-year/#comment-1622 How exciting ? someone who thinks like we do! Lou, outstanding comments. We especially echo your thoughts around those points (5, 6 and 12) that speak to the experience of the job seeker during application, interview and offer phases. The application experience is the first impression that many candidates have of a company. So if it's laborious, difficult and/or designed for compliance over user experience, there's more than a good chance that great candidates will self-select out. I don't know a company that doesn't aspire to offer an awesome overall recruiting experience (with a well-organized web site, professional interview, respectful offer process and an onboarding program that reinforces the candidate's decision to join the company). However, many companies fail to execute. As a result, great hires go elsewhere. We believe there is a strong correlation between recruiting experience and Cost of Vacancy/Time to Fill (the less fulfilling the job seeker experience, the longer it takes to get a good hire). Consequently, we are introducing a business intelligence tool for Recruiting and HR that is currently in the beta test stage. This tool helps managers better understand how their company is perceived by job seekers in a wide range of categories during critical points in the selection and hiring process, and how these companies compare with competitors seeking to hire the same talent. Armed with this information, managers can make appropriate changes to the process and brand messaging, and create more targeted outreach programs. Thanks again Lou, for getting to the heart of the issue as usual?good things to think about! How exciting ? someone who thinks like we do! Lou, outstanding comments. We especially echo your thoughts around those points (5, 6 and 12) that speak to the experience of the job seeker during application, interview and offer phases.

The application experience is the first impression that many candidates have of a company. So if it’s laborious, difficult and/or designed for compliance over user experience, there’s more than a good chance that great candidates will self-select out.

I don’t know a company that doesn’t aspire to offer an awesome overall recruiting experience (with a well-organized web site, professional interview, respectful offer process and an onboarding program that reinforces the candidate’s decision to join the company). However, many companies fail to execute. As a result, great hires go elsewhere.

We believe there is a strong correlation between recruiting experience and Cost of Vacancy/Time to Fill (the less fulfilling the job seeker experience, the longer it takes to get a good hire).

Consequently, we are introducing a business intelligence tool for Recruiting and HR that is currently in the beta test stage. This tool helps managers better understand how their company is perceived by job seekers in a wide range of categories during critical points in the selection and hiring process, and how these companies compare with competitors seeking to hire the same talent.

Armed with this information, managers can make appropriate changes to the process and brand messaging, and create more targeted outreach programs.

Thanks again Lou, for getting to the heart of the issue as usual?good things to think about!

]]> By: Sheila Couch http://www.ere.net/2006/05/05/how-hrrecruiting-wastes-100-million-every-year/comment-page-1/#comment-1618 Sheila Couch Fri, 05 May 2006 08:02:00 +0000 http://www.ere.net/2006/05/05/how-hrrecruiting-wastes-100-million-every-year/#comment-1618 Lou, This one touched a nerve. Great article. Absolutely hit the nail on the head. Sheila Lou,

This one touched a nerve. Great article. Absolutely hit the nail on the head.

Sheila

]]> By: David Perry http://www.ere.net/2006/05/05/how-hrrecruiting-wastes-100-million-every-year/comment-page-1/#comment-1617 David Perry Fri, 05 May 2006 03:34:00 +0000 http://www.ere.net/2006/05/05/how-hrrecruiting-wastes-100-million-every-year/#comment-1617 Absolutley brilliant. Lou this is the single best piece I've read on the costs of doing it wrong I've read - ever. Thank you. I will pass this on to the CEOs of my client companies with your permission. Absolutley brilliant. Lou this is the single best piece I’ve read on the costs of doing it wrong I’ve read – ever. Thank you. I will pass this on to the CEOs of my client companies with your permission.

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