Two things that continue to shock me about #HR when it comes to how they handle recruitment:
Consistently advertising roles without salaries and then sounding shocked when you respond with a salary requirement that doesn’t match what they intend offering! If you know your salary band (and surely you must otherwise your JD/PS is just a wish list without real thought as to the value of the role) then please advertise it.
It helps you reduce the number of applicants and ensures that you don’t get applications from candidates who match your wish list but also know the value of their skills and experience.
Failing to respond to applications, provide feedback or follow up when people attend interview. I know that there are a number of roles I have applied for with companies that I use as a customer. Please #HR recognise that there is a relationship between how applicants are treated/dealt with when applying for a role and their desire to continue to use you as a paying customer.
If CEOs paid as much attention to #CandidateExperience and what makes it difficult/challenging to apply for a role as they do to the challenges and difficulties that Customers experience they might find they have even more customers. Shouldn’t the aim be to leave every applicant as a fan of your business so they continue to be or start being a customer?
This isn’t a recruiter or HR bashing post — I don’t do those as I know the challenge of recruiting. It is simply an observation based on my current #jobsearch of two things that HR could fix quite easily.
Are they up to the challenge?