Tuesday, November 27, 2012
Do HR people have value in a Lean Thinking culture? (Part Two)
But if qualified, talented candidates are not finishing the application process because it is too lengthy or they don’t see a compelling value proposition, your strategic, well placed recruitment media, sourcing, and SEO strategies were all for naught!
Is it the job of HR to figure out how to exclude people in a culture of diversity and inclusion? One should be scared of recruiting processes that filter for exclusion vs inclusion for selection. If top talent can make or break an organization, how often does HR ever ask itself what are they doing that may be an impediment to recruiting it.
Anyway, in the world of automation whether it is monster.com, dice.com or even LinkedIn, HR needs to look at their processes and make them leaner if they are going to win the battle for talent. It goes without saying that the starting point should be the web site that candidates interact with. Below are a few tips that can make things better:
- Limit your pre-assessment questions and tools to a few ‘high impact’ questions that eliminate unqualified candidates but are short enough process for your top applicants to finish.
- Review your application. Are there questions you can eliminate or ask at a later time once the candidate is engaged in the process? Nothing can be more frustrating than a long, laborious application to fill out!
- Are your job postings and online marketing materials compelling? Is there a strong enough value proposition for the candidate to not only start, but also complete the online application process?
- For passive candidates, do you provide an online chat feature to allow them to easily gather more information about a position before applying?
There are a lot of questions that HR people should be asking themselves, but aren't. At the end of the day, it is up to HR to also align with the business as IT has a head start and they may not want to be last to the table...
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