HR CONSULTING FOR improving recruiting processes

Why your choice in peanut butter tells me you’re evil…

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…and other completely useless metrics!

Let me start with this: Stop making recruiting harder than it is! I don’t look for information about candidates to interpret or read into. I ask questions that matter. I look for skills that are necessary. I inform candidates. I let candidates inform me. I don’t rely on their food choices to interpret what is important to them or their favorite band to translate their moods or even their social media profile picture to show me the real side of them.

Too often recruiters or hiring managers are looking for the “magic pill” to show them how they can determine if a candidate will be a good employee or not: All of my other awesome employees love baseball, so we can’t hire anyone that doesn’t love baseball. All my bad hires in the past were people who had a C in history on their transcripts, can’t hire anyone with a C in history anymore. You get the idea. Recruiting cannot be done through a “fad diet”. It takes work and it takes talking to people. Don’t make it harder than it is by mucking up your process with the newest willy nilly testing tool that company xyz is offering to help you hire better through personality quirks and day-to-day preferences. Get to know your organization and your organizations needs as well as the people you already have, then get out there and put that knowledge to work. Use it to find good people for your organization.

Oh, you like creamy peanut butter and not crunchy? You can't work here, you'd make a terrible employee...
Oh, you like creamy peanut butter and not crunchy? You can’t work here, you’d make a terrible employee…

This topic really does bring up a lot of real feelings for me because I want you to make great hires! I can remember my last round of the interview for my current job.. it was INTENSE. I had interviewed with 2 engineers, the president of the company, an HR specialist and was headed to lunch with the HR manager and she asked me if I had been “thoroughly grilled” & if I was nervous at all…or something along those lines. I told her no, I wasn’t nervous or worried, I felt like I was myself and that I trusted them to be able to decide if I was going to be a culture fit for their organization. We already knew I was capable of doing what they needed done, this stretch of the interview was all about a fit. I think if we encourage candidates to be themselves and we train managers not to intimidate in interviews or look at the wrong signs we can improve our hiring, instantly. Too often we size a candidate up because they wore the wrong tie, like heavy metal bands, have tattoos, prefer sneakers over high heels, resume wasn’t perfect, they were nervous in the interviews, etc.

Disclaimer: I know the “be yourself conversation” is a completely different conversation when you are looking for a job because you need a job to hold you over and help you pay your bills until you make your next land in your career path. You probably shouldn’t have left your job if you didn’t have your fund where it needed to be. I do, however, understand leaving without having that fund up to par so I’m not throwing stones, just suggesting you think about the long-term effects on your career.

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