Last week HR Magazine cited that a recent report by advisory company CEB found that up to 60% of HR Professionals are doing nothing to monitor the candidate’s experience of the recruitment process. Read the full article here.
This is an interesting issue to me as someone with a background in in-house recruitment. I cannot emphasise enough just how important the recruitment experience is to the decisions a candidate ultimately makes. And I am certainly aware of occasions where expectations of the interviewee have tipped over into what I believe is ‘unreasonable’. Sure, we expect one or two interview sessions. Perhaps 3 if it is a very senior position. But I’ve heard numerous stories of candidates being brought back for a forth, a fifth, even more, and still not being given any decent feedback at the end of it all. All this is happening within the candidates own work time, of course. Providing they even have enough annual leave to use for these interviews it can put them in a very vulnerable position in their own workplace. Suspicions will be aroused.
So has the saturated job market encouraged this apparent complacency among HR staff (with the feeling that, if one candidate doesn’t want the job there will be twenty others queuing up behind them for it)? Or has it always been the same? And if it is a recent phenomenon, isn’t it about time for this attitude to change? The improving economic picture is surely going to mean that employers will need to work harder again to secure the best talent, and this will include honing their recruitment process so that it is as slick and professional as it can be.