Really “stupid transmitted decisions” (or STD’s) are recruiting decisions that leave the hiring managers, the candidates and ultimately the company wondering what the hell you were thinking. STD’s have a way of multiplying through an organization and are usually transmitted from the recruitment leader (herein referred to as the source). Here are 7.
1. Not interviewing candidates face to face before sending them in to a hiring manager.
You thought you would go with your gut and save some time by sending in this great sounding candidate with the seemingly perfect resume to your demanding hiring manager. Your bound to have egg on your face 9 out of 10 times and it exposes your whole organization to a host of terrible repercussions.
2. Making promises and commitments to candidates and then not following thru.
What’s wrong with you! Do you think candidates wont notice if you don’t call them back to provide them with interview feedback or to discuss the opportunity in more detail. Good candidates have more than one option and yours just took the back-burner.
3. Telling candidates negative things about your company or a particular hiring manager.
If you’re not happy with your company, leave! Dont’ poison your drinking water.
4. Promising things you cannot deliver on.
Telling hiring managers and or candidates that you can go beyond a certain salary level, or provide 4 weeks of holidays when it’s not within your purview is a recipe for career assisted suicide.
5. Acting like a know it all.
I cannot tell you how many times I have seen this in my career, when a recruiter tries to blow smoke around candidates and hiring managers. Some of these hiring managers and candidates have gone around the block a few times before, so be cool, respectful and reserved, boisterous and rowdy behaviours was ok during college maybe but now they are completely out of line.
6. Selling your company like it’s perfect.
So don’t bad mouth your company (see 3 above) but don’t make it seem like everyone in the company walks on water. The truth conveyed in a professional manner is the way to go. If you discuss challenges the company faces, great people want to prove they can fit it.
7. Not following your companies identified recruiting process.
There’s a reason why the company put in place that particular process to recruit in the first place. Technology, tests, approvals, interview teams and more are there based hopefully on an identified recruiting or talent management strategy. Your job is to find the best people by using it. Obviously in the right setting share your thoughts with management on potential changes or new approaches but while your recruiting stick to the process like glue or face the consequences.
Remember bad behaviour in a recruitment organization spreads like the plague so be careful what you do or your recruiting organization might become a casualty of STD.