March was a busy month recruiting. I spent a lot of time interviewing, from occupational to administrative, professional and technical as well as doing peer compensation comparison, generating offers and communicating with departments and candidates.
One issue has come to light, the question being: We might have many applicants, but are we passing up the best candidates because of a lengthy and timely recruitment process? What are the issues, what can we do to be competitive and get out 1st choice? The fact of the matter is recruitment depends a lot on the people involved and whether recruiting is a priority to them. Very rarely does the recruitment process only involve the recruiter and the candidates. Involving other people and scheduling additional people can take time. If it is a matter of processes and procedures that lengthen the time to hire, are they really ensuring what they are meant to do or are they counter-productive in accomplishing the corporate goals and objectives? If they are prohibiting accomplishing the corporate goals and objectives, why do we have them. From time to time, it is necessary to do an overhaul review of our systems and processes to ensure they are congruent with our mission.
Another issue that has come to mind, We track a lot of information and data, how are we using this data to design and improve our processes and procedures? If we have high turnover among a certain job, is the answer to continually recruit for that job? Or is simply recruiting more a bandaid for a larger problem? Is the solution recruitment or is it to look at retention, job design, etc or a combination of it all.
"A problem will never be resolved until it is faced."
"Far & away the best prize that life offers is the chance to work hard at work worth doing. " Theodore Roosevelt. -How is your job contributing to making the world a better place?
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