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Janell interviewed for the perfect
job three times. The hiring
manager loved her. The last
step was a courtesy approval
from the VP.
That was in mid-June. Janell
followed up regularly as she
should, persistent but not a
pest. After about six weeks
the hiring manager stopped
responding. Finally eight weeks
after her final interview Janell
noticed the job was reposted
with a different title.
Evidently Janell was not getting
a job offer although no one told
the candidate.
After analyzing the two postings,
it seemed the new posting asked
for an additional certification
that Janell does not have.
Janell’s experience raises some
important questions about the
hiring process:
•
Why did it take eight weeks
to make a decision?
•
Why didn’t anyone get back
to the candidate?
•
Why did the qualifications
change when the job was
reposted?
•
Why didn’t the organization
know what they wanted be-
fore they started interview-
ing three months earlier?
•
How can the organization
justify having the position
vacant for so long? Isn’t that
position important to the
organization?
•
What will Janell tell her
friends and family about
an organization that treats
candidates like this? Think
she is a raving fan? Will she
have good things to say on
social media?
•
What is the impact on that
organization’s brand if they
treat candidates like this?
The hiring process in many
organizations contains flaws like
this. Candidates complainbitterly
about the hiring experience. It
takes too long. Hiring managers
don’t know what they want. No
one gets back to the candidates
who are sitting on the edge of
their chairs waiting to hear some
good news.
We are not asking for the world.
Just simple communication.
Basic common courtesy.
Without even the most basic
common courtesy, these kinds of
Hiring
Process
Potholes
By Katherine Burik
SOAR TO SUCCESS
/
D
ecember
2016
/
Core Business Strategies