Here’s another recruiting mistake too many firms make when they are interviewing potential hires.

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I wanted to talk with you today about a mistake, way too many firms make and this is a mistake that corporations make and it's a mistake headhunters make and recruiting firms make. Let me be less kind. Agencies make. Contingency recruiters make as part of the process. It's so easy to correct and it's ignored consistently. And that is how does a candidate experience you? How does a potential hire or someone that you're interested in experience your firm throughout its process or throughout your process? Let me start with the firm, and how it does . . . Corporation or hiring firm does.

If you are requiring people to apply through an ATS (applicant tracking system), often the system is more geared toward collecting data, than giving people an interesting experience with your organization. There was no video. it is text laden. All that someone gets from the experience of applying for a job is that they've applied for a job. they learn nothing.

Why you can't have a link to a video that has the hiring manager talking to a camera or being interviewed by corporate HR talking about the role that's laid out in text there where they basically say, "look, we've gotten orders."

I was on an intake call yesterday with a hiring manager for a search I was asked to be involved with. I asked a couple of very simple questions. It would be a great video.

"A year from now, what would you expect this person to have accomplished?" Why you can't put the answer be in video format escapes me? Don't you think a person cares about what they're going to be doing and what success looks like? Of course, it matters to them and you're ignoring it and ignoring the potential of someone connecting one on one with an individual.

"Yeah, but they may reject me. They might reject that hiring manager sight unseen, because they don't do a good video." You know, they're still going to do it meeting them in person. And it doesn't really take a lot or a lot of effort. You don't need a camera crew. You need one of these (holding up a phone) and just have them talk sincerely about it.

If you need someone to edit, there's ample people who are willing to do it inexpensively on a site like Fiverr or elsewhere. Get it done. Put some video up on the site, having individual people on staff talk about what it's like working there.

I remember doing a video about a year ago about a site called blab.im (Blab is out of business. Try getvokl.com, instead, or Zoom.us). What they have is it's kind of like a Google Hangout in that people can converse with one another who are in different locations. But imagine that you have four people on the video. It could be HR function as Master of Ceremonies. It could be someone in the group talking about what it's like working for this manager. It could be the hiring managers talking about the job. It could be the area manager or the person up from from the hiring manager, talking about career potential within an organization. It's a great tool; video is a great tool. Most of you are having these flat boring job descriptions. And that's just where people start.

Then, they do a phone interview with an HR person who's basically collecting data and does nothing to sell the organization. Doesn't tell them where the website is at the end of the call, doesn't really speak about the hiring manager. Doesn't really show a personal interest in them.

They go to a hiring manager who's basically there going, "Hmm. Tell me about you. Why should I hire you?" They don't do it in those words, but their behavior says that which is even worse.

So, then you extend an offer that translates into, "Take it or leave it," and there's nothing customizable in there for the job hunter, it's, we have these benefits (Yeah, I know, there's issues about government and showing preference), but think about it from the candidate experience perspective. . . Why is it impossible that you can't negotiate an offer upward, even hundred dollars. Come on! It's goofy.

So, they get a "take it or leave it," and you have to be on boarded, which is basically starting to continue to put them on the conveyor belt to an ultimate hire where, from the point that they join until up until the point that they resign, they feel like another widget on the assembly line.

Do some things that personalize the experience that don't cost any money, even if it's that hundred dollar increase at the back end, that's basically done.

"You know, we want you to come to the job the first day in an Uber. Have some fun with us." You know, you can do some goofy things. "You know, we're going to cater a breakfast for everyone in the group, or a lunch for everyone in the group on the first day as a way of welcoming you on board." It doesn't cost much. The result winds up being people feel important.

You want to be doing things along the way to help people feel important because the cost that you spend in dollars goes such a huge way in this age of social media. Can you imagine the benefit your organization gets where, on the first day, someone comes on Facebook and says, "My firm surprised me today with everyone in the department got lunch to welcome me on board. I had a chance to meet everyone in the group, one on one. We all kind of celebrated my joining." What a great benefit that is for your organization and your firm's brand.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter
Jeff Altman, The Big Game Hunter

Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1500 episodes and his newest show, “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. “No BS JobSearch Advice Radio” was recently named a Top 10 podcast for job search. JobSearchTV.com was also recently named a Top 10 YouTube channel for job search.

Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Schedule a free Discovery call.

If you have questions for me, call me through the Magnifi app for iOS (video) or PrestoExperts.com (phone)

Jeff’s Kindle book, “You Can Fix Stupid: No BS Hiring Advice,” is available on Amazon.

No BS Hiring Advice
No BS Hiring Advice

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5 Responses
  1. Moez Slimi

    Hi Jeff. Thank you for the great content !
    Untapt does what you just described (video of the hiring manager about the
    position and company/business/project), and it definitely makes a big
    difference.
    (I don’t work for them).
    May be others just don’t care ?

  2. Moez Slimi

    Hi Jeff. Thank you for the great content !
    Untapt does what you just described (video of the hiring manager about the position and company/business/project), and it definitely makes a big difference.
    (I don’t work for them).
    May be others just don’t care ?

  3. Moez Slimi

    Hi Jeff. Thank you for the great content !
    Untapt does what you just described (video of the hiring manager about the position and company/business/project), and it definitely makes a big difference.
    (I don’t work for them).
    May be others just don’t care ?

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