Who is Making Your Recruitment Process Too Complex?

Barry Lenson

We really liked a recent Chad & Cheese podcast in which those two very smart wise guys talked with Nathan Perrot, who is VP, Digital Marketing Solutions-Employer Brand at AIA. Chad Sowash, Joel Cheesman and Nathan uncovered some important topics related to recruiting that we’ll return to in future posts here on the Comeet Blog.

But today, let’s explore one of the questions that arose during the podcast . . .

Who Is Making Your Recruitment Process Too Complex?

Wow, what a question!

Chad, Joel and Nathan only touched on it for a few seconds before they moved on to other issues. But we think it is such an interesting topic that we would like to explore it on our own today. So, who is making your recruitment process too complex, and why?

When you tackle the question head-on, we believe you will discover many ways to improve your recruiting, because other questions flow logically from it.

Question One: Who is making your recruitment process too complex?

Okay, this is question one. There is no need to play a blame game when you consider it, because chances are good that several people, not just one, are making your hiring process too complicated. So, who are those individuals? And could you be one of them too?

Question Two: How are those people over-complicating your recruiting?

Maybe someone is taking too long to define the jobs you are trying to fill and write job descriptions . . . or setting the bar so high that it will be impossible to find candidates . . . or waiting too long to call candidates in to interview . . . or waffling about making job offers. Again, this is about defining the problem, not assigning blame.

Question Three: What are you going to do about the person who is holding things up?

You know the atmosphere in your hiring team. You know the personalities of the members. So what are you going to do . . . because you have to do something. You could meet with the person who is holding up the process and offer assistance. Or you could set firm deadlines for each stage of the hiring process. Or you could put someone in charge of overseeing everyone and keeping them on track. Or you could use an applicant tracking system to help automate parts of the process.

Question Four: How will you measure success?

Remember to assign metrics that you can measure to evaluate your success in turning that person – or people – from a roadblock to a facilitator. Will you have succeeded when you cut the time to hire by 50%? By hiring new employees who remain with your company for at least a year?

Ask the Right Questions, Get the Best Results

Learn more about Comeet’s Collaborative Hiring Solution and ATS – Sign up for a free demo today.

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