7 Things We'd Like to Change About Recruiting

7 Things We'd Like to Change About Recruiting
From Recruiter - September 7, 2017

1. Trash Those Boring Job Ads

Stop using job descriptions because they are boring, boring, boring! Even worse, most look the same. Catch your ideal candidates eye. Stand out from the crowd. Make em go, Whoa! Dare to be innovative, interesting, and creative. Write for real people about what the job truly is and what it would be like to do that job.

One of the best ways to attract the right people and reduce the number of unqualified candidates is to write a great job posting. In a world where time is money, most of us lack the time and resources to wade through a sea of resumes to filter out the spammers and get to a manageable number of highly qualified candidates.

Rebecca Barnes-Hogg, YOLO Insights

2. Stop With the Contingent Fees

Stop paying agencies on a contingent basis and start paying them on a retained or hourly basis commensurate with the work they do. As an industry, recruiters needs to begin demanding payment up front for their services and they need to start giving hiring managers a reason to go along. This will force the bad recruiters out of the industry and allow the best recruiters to be rewarded fairly. It will also force hiring managers to properly engage in the hiring process. If your client has no skin in the game, why should they put any effort into properly evaluating their candidates, compensation plan, or any other aspect of the selection process?

Fletcher Wimbush, The Hire Talent

3. Get More Verification Up Front

The biggest issue that I face when dealing with applicants and job advertisements is the number of unsuitable candidates. Specifics, criteria, and instructions get ignored by a large percentage of applicants. The temptation, then,is to rely on applicant tracking software, which can easily miss perfect-fit candidates.

I would like to see some kind of basic verification service and certification body or company. For example, if a job requires a particular set of certificates, an applicant could get them authenticated and submitted with a third-party seal of approval. A perfect solution would involve the inputting of an authentication number along with the application. A software API would then cross-reference to see which candidates put in a bogus number.

Jason Lavis, Out of the Box Innovations

4. Everyone Should Know Where They Stand

If I could change one thing about recruiting, it would be making sure that every candidate hears back and knows their status, especially when they werent a fit. Letting people know where they stand and why is one of the places where recruiting fails most consistently. Think about how you felt the last time you had a great interview or found the perfect jobonly to hear nothing back. Ever. Id love to fix that.

Dave Mekelburg, Wade & Wendy


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