7 Recruiting STD’s to be Careful not to Catch

Recruiting STDReally “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.


About attackdefenddisrupt

An executive with over 20 years providing recruiting, talent management and IT solutions to corporations and government.
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2 Responses to 7 Recruiting STD’s to be Careful not to Catch

  1. > 1. Not interviewing candidates face to face before sending them in to a hiring manager.

    You might run into a problem occasionally but not often so this rule doesn’t ring true for me.

    In the US many big plants are located in midwestern towns that are not filled with other companies that can supply local candidates.

    If I’m working from that town, let alone another, should I force every candidate to visit me here before I decide to send her out the company? Who’s going to pay for that? Or should I fly out to visit them?

    Isnt it safer to assume that if a person is successful for a job when you recruit that she likely knows how to dress or present herself professionally even if she is not the best candidate for the job? I think so.

    Mind you the G+ Hangout might solve your problem to some extent by making it dead easy to have a free video interview with a candidate wherever she is.

    • Animal,

      Completely agree with the video interviewing if available. Technology is totally amazing now with Facetime and other tools it makes it easier for recruiters to interview candidates face to face or at least vid to vid before submitting them to a hiring manager. It’s also possible in many cases to have someone pre-interview candidates for you if the location is remote. It’s worth the extra effort or cost. Know of course for some blue collar roles it may not be critical to face to face interview everyone as the number of interviews for some manufacturing plants or call centers may be too high..

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