Last year, I got involved with the CIPD Hackathon. It lead to the development of a Hack called ‘chuck out your chintz’ which suggested that HR teams should reflect on some of the non value add activities they were doing, or even think about stopping them altogether.
The Hack had in mind administrative, shared service, policy type stuff when it was first conceived. But recently, I was asked if I could do a talk about whether the hack could be applied to recruitment. To be honest, I just wasn’t sure. There is plenty of process in recruitment, but was it chintz or was it necessary, useful process? So I sent a tweet. This one.
I'm crowdsourcing (stealing ideas).What part of recruitment process frustrates you the most – as recruiter or candidate? Thx in advance!
— Gem Reucroft (@HR_Gem) March 5, 2014
And my timeline filled up. I was interested in thoughts from anyone. Recruiters and candidates alike. But it wasn’t the process type stuff that people focused on. It was the human stuff. Or the lack of it.
A selection of the replies I received are below.
@HR_Gem Most of the candidates I talk to list lack of feedback after interview as their No1 problem with the recruitment process
— Mark Gilligan (@MarkGilligan4) March 5, 2014
.@HR_Gem poor/missing/slow communication/feedback and speculative "coffee chats" when there's no budget or approved role in place.
— Simon Heath (@SimonHeath1) March 5, 2014
@HR_Gem The CV, timewaster from both perspectives.
— Megan Peppin (@OD_optimist) March 5, 2014
@HR_Gem lack of clarity of process at the outset. Doesn't matter if there'll be 20 interviews – but tell the candidates that at the outset.
— Matt Brooks (@MBrooksBPHR) March 5, 2014
@HR_Gem managers deferring to HR, HR deferring to managers, requirements for quals overstated, candidates fibbing to close the gap
— David D'Souza (@dds180) March 5, 2014
And this evocative one from Doug Shaw.
— Doug Shaw (@dougshaw1) March 5, 2014
The sad thing? I wasn’t surprised by any of this. Because we know it. We know that feedback is so important to candidates. We know that everyone hates automated responses and the application black hole. We know it is appalling to waste candidates time.
When it comes to recruitment, there are plenty of conversations. Conferences. Books, blogs, specialists. Seminars, webinars, twitter chats. But are things changing, enough? Are things really good enough?
I know there are good people and good companies doing good stuff in recruitment. But everything I hear suggests that there are still many, many companies getting it so wrong. And many, many fed up and demoralised candidates. I was one myself, not so long ago.
I’m not pretending I have the answer to this problem. But I am interested in what you think. Because it doesn’t feel like it should be that difficult….. but for some reason we are making it so.