Personally, I think HR and Recruiters need to allocate time for each client or their company and ensure they know what the company does, what they sell, and the synopsis of the product being sold. Note: I have not said they need to know how the job needs to be accomplished. That in their realm of expertise is not required, but as a hiring authority or part of the hiring mix, they should have some knowledge of what they deal with in order to present appropriately, what they have been tasked to do. Recruiters need to step back and make allocated time to the situation. I realize there is 8 hours in a day and many probably work more than that, but if you think about it recruiting is simply a sales job. I am not saying it is an easy one. Nevertheless, put yourself in a situation if you were in sales and you were trying to pick up a new customer. What would you tell the prospective client? Would you want to know a little about the products that are being sold? Would you want to know some statistics on the company you are working with?
How do you successfully manage this challenge? Change the system. Know what you are looking for and learn the specifics. That seems to be one of the biggest downfalls you hear about in an application process, seekers will send in a resume even though they are not qualified. Hmm, well maybe the way you approached it simply states to the seeker "maybe I am qualified." HR has job descriptions on all positions already available. If it something additional maybe HR should get with the hiring authority and sit down in a brain storming session with everyone who is involved and say ok I need to know more about this position you want to hire for, what are the specifics. What will I be looking for? What will you take, what will be the deal breakers?
Simply stated, we are all busy and in today's economic climate and more than ever everybody has a plate full and overflowing. We all have deadlines, we all have expectations, but we have all been taught time management, organization, best practices, change management at least to some degree. It is around us in our everyday living. If you're going to only take something in and not do some sort of research and have a product that will attract a certain type, and sell a product to the prospect who's searching without any knowledge, then there's no proper way to manage.
Like any other position, you have to be on your game. Know what is expected. Just some time to step back and analyze the situation will do more good than harm.
This goes for hiring authorities also. Despite being bogged down with work, we all have been there. We have all stayed hours upon hours to manage and get our work accomplished, but when you have a new addition to your plate, you do not just push it off and hope for the best.
Since companies are being more prudent at hiring, how can they not take this as a serious portion to the added serving on the plate? It has become an important factor, so just as important as it is to get out a specific job, so should the position you are hiring to fill. Again, learning and achieving good time management skills, puts even the more mediocre task in place for achievement. Surely, many has taken the class on putting things in order. A, B, C?
Most Important-Needs to be done now, Will get done, and Not so important can be tossed or file?
Also, get together with hire ups make suggestions; agree to have decisions made on particular positions in a given time. How can a company expect to hire the 100% match or even the 90% match if they cannot even perform the job of what they are seeking appropriately?
Hiring for position carries the same reflection on you as it does an engineer that's expected to get a project completed in X amount of time. It all has its place.
Being in the hiring manager's role, many times we've all felt, "Oh I really don't want to talk to anyone today, or I really don't want to review resumes, or this is to much time to spend on such a trivial task, HR can sum it up."Is that how you approach a job on a project that could be fatal to your customer if you didn't allocate time to study and understand it?
As for as entertaining potential prospects for the just in case factor. If you are spending that much time on just in cases, should you not be spending that much time on the actual position? Learning what is needed. I don’t think finding prospects and adding them to your portfolio to be ready just in case is very lucrative if the prospect doesn’t understand your purpose and to tell people that I have a potential position for you only to find out later that they were simply placed in a possibility bin is unacceptable unless the individual you’re prospecting knows up front what is going on. If you’re doing it and later found to be lieing you’re being deceptive and it would make me leery of a company that allows such practices to prevail whether it is HR or Recruiters. If you are lying about that what else, will you lie about? It follows the same analogy you expect from the selected candidate that you are ensuring is trustworthy and a good fit.
Showing posts with label Hiring Methodology. Show all posts
Showing posts with label Hiring Methodology. Show all posts
Friday, October 8, 2010
Tuesday, October 5, 2010
The Typical Hiring Process at Any Given Company
Why does it take so long to obtain a position within a company.Consideration must be given whether the company is on a fiscal year or calendar year. Is it Jan. to Dec. or is it July to July for instance. Budgets are driven by the accounting year. Any business is allowed to adopt the calendar year, but businesses that do not keep books or do not have an annual accounting period are required to use one. S corporations are required to use either the calendar year or a 52-53 week tax year ending on Dec. 31.
That being said, when the budget model is presented and the presenter is deluged with questions about what assumptions are used in the model. Examples of assumptions are tax rate percentages, sales growth rates, mature product lines, capacity levels, cost of goods sold margins, and medical expense rate per person. Approval authorities want to ensure all assumptions are reasonable before wasting too much time reviewing the information that is presented. (Accounting Best Practices by Steven M. Bragg)
So with all this being said this includes the hiring and jockeying of positions. Just because you have interviews does not mean they have been approved. They might be in the mist of being approved during the interview process and when the approving authorities feel there is something missing, the position dissolves, put on hold or relinquished. (Something many jobseekers don't understand such as why it takes so long, didn't they (the company) know they were filling a position, what goes into getting a position approved, was there internal candidates to consider also, Why did they interview externals if they were giving to an internal, the requirements of the EEOC that requires posting of all positions whether given to internal or external, must ensure someone is qualified internal as to interviewing external)
Many avenues have to be considered why positions and hiring slow, end, and/or dissolve. It is business. It is no different than buying a piece of machinery to complete a project to make it simple. If the funding is thought to be there, if mid managers can get it approved, they will do everything within their power to get what they need, personnel included. The simple fact that middle management creates requisitions for positions to be filled along with HR, does not necessary mean they will get filled. (Ref statement above. Interviewing may be taking place during the process of getting approval) Disappointing to many interviewees and jobseekers. Not to take sides with any group, being jobseeker or recruiter, but sometimes recruiters do not have the any idea of what happened. The promise of saying I’ll call you back is with good intentions, but for many if the company just pulls out without any communications to the recruiter then the recruiter is caught sitting on his thumb turning 360 degrees with no idea how to or what to tell a candidate. So as ugly and disrespectful as it seems, how do you call a candidate and tell them, Um I have no idea what happened when the candidate knows they had an awesome interview, they were told they would be called back only to be left with nothing. Simply stated, “That’s Business”
Budgets are not always being cut back in the realm of over spending, cutting back, running out of money. Many actually increase hiring so they will not lose a slotted position and because the end of the calendar or fiscal year is coming close to a close, they hurry to spend the remains of their allocations. Typically, toward the end of fall entering into winter, business slows dramatically whereas hiring takes a back burner. However, if the allocation is slotted for a hire, most managers will do whatever they need to do not to lose such a slot. Once it is removed from the new budget they realize they will have to go through hoops again to get it re-approved. Upper managers tend to believe that if you have gone several months without filling, you apparently can operate without it. UA-17302514-2
That being said, when the budget model is presented and the presenter is deluged with questions about what assumptions are used in the model. Examples of assumptions are tax rate percentages, sales growth rates, mature product lines, capacity levels, cost of goods sold margins, and medical expense rate per person. Approval authorities want to ensure all assumptions are reasonable before wasting too much time reviewing the information that is presented. (Accounting Best Practices by Steven M. Bragg)
So with all this being said this includes the hiring and jockeying of positions. Just because you have interviews does not mean they have been approved. They might be in the mist of being approved during the interview process and when the approving authorities feel there is something missing, the position dissolves, put on hold or relinquished. (Something many jobseekers don't understand such as why it takes so long, didn't they (the company) know they were filling a position, what goes into getting a position approved, was there internal candidates to consider also, Why did they interview externals if they were giving to an internal, the requirements of the EEOC that requires posting of all positions whether given to internal or external, must ensure someone is qualified internal as to interviewing external)
Many avenues have to be considered why positions and hiring slow, end, and/or dissolve. It is business. It is no different than buying a piece of machinery to complete a project to make it simple. If the funding is thought to be there, if mid managers can get it approved, they will do everything within their power to get what they need, personnel included. The simple fact that middle management creates requisitions for positions to be filled along with HR, does not necessary mean they will get filled. (Ref statement above. Interviewing may be taking place during the process of getting approval) Disappointing to many interviewees and jobseekers. Not to take sides with any group, being jobseeker or recruiter, but sometimes recruiters do not have the any idea of what happened. The promise of saying I’ll call you back is with good intentions, but for many if the company just pulls out without any communications to the recruiter then the recruiter is caught sitting on his thumb turning 360 degrees with no idea how to or what to tell a candidate. So as ugly and disrespectful as it seems, how do you call a candidate and tell them, Um I have no idea what happened when the candidate knows they had an awesome interview, they were told they would be called back only to be left with nothing. Simply stated, “That’s Business”
Budgets are not always being cut back in the realm of over spending, cutting back, running out of money. Many actually increase hiring so they will not lose a slotted position and because the end of the calendar or fiscal year is coming close to a close, they hurry to spend the remains of their allocations. Typically, toward the end of fall entering into winter, business slows dramatically whereas hiring takes a back burner. However, if the allocation is slotted for a hire, most managers will do whatever they need to do not to lose such a slot. Once it is removed from the new budget they realize they will have to go through hoops again to get it re-approved. Upper managers tend to believe that if you have gone several months without filling, you apparently can operate without it. UA-17302514-2
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