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Annoyed at Job Candidates? Look in the Mirror

Annoyed at Job Candidates? Look in the Mirror

Lance Haun | Rehaul

Job seeker errors that happen repeatedly can almost always be traced back to the company posting the position. For example, I knew an HR guy who thought he was a big shot and thought that everyone that applied should know his name and should be addressing correspondence to him. If they didn’t? Junk.

The problem? His name wasn’t anywhere on the site. You could do some digging and find him but he wasn’t looking for internet researchers. He was looking for people to pick up the phone and be helpful. If he was so caught up in his name being brought up, why didn’t he list it on the site? More importantly, why was he constantly trying to hire people even though his area kept tightening their budget?

The major issues and the things that repeated themselves were actions within the control of the company but took no steps to alleviate or fix the issue. That’s a shift in responsibility, right?

Do You Want The Best People Or Just Survivors?

We are currently in an interview era where people no longer nail interviews, they just end up surviving all of the rounds until they are the last one standing. It is like watching the worst reality show ever*. Keep your answers bland, don’t upset the 15 interviewers and you can pass on to the next level. If you think candidate selection is about hiring interview process survivors, it is going to be a frustrating ride for you.

Your process should be built around how you can figure out if a person will thrive in the position you are hiring them for. By the way, about those positions? Usually they don’t involve getting grilled by her office co-workers for an hour and a half at a time. If you are hiring a marketing person, get them in the room with the marketing team and have them work on a problem for an hour or so and see how they interact. If you are hiring a programmer, get them with the IT group and start pouring through code that needs improvement. If you are hiring a mechanic, start going through blueprints and looking at disassembled machinery.

Our selection process is mired in tradition for tradition’s sake. Let’s get over it and figure out a better way to pick the people who will help our companies move forward.

* Actually, I take that back. Temptation Island? That may have been the worst.