The Dalek and the staircase

Removing barriers for simpler recruitment.

It’s obvious, isn’t it?

Barriers make it harder to get where you need to be.

So why do we insist on putting so many obstacles in the way of candidates we might want to employ?

I’d wager if you’re advertising vacancies, you’ll probably include a simple request that can discourage the best candidates from contacting you:

“Send us your CV to be considered for this exciting opportunity.”

‘Ah, but I don’t have an up-to-date CV. And I don’t have time to update it, given I’m smashing it in a career that matches well with what you need. Oh well, it’s not like I need a new job, maybe next time.’

What seems like a reasonable request, from you, reduces the number of viable candidates.

What if, instead, you said -

“We’d love to hear from you. Your CV doesn’t have to be up-to-date, just drop us a line!”

Make it easier for the people you want to employ to start a conversation.

You may think this opens the floodgate to time consuming inbound enquiries, but if you’ve written your advert well, you’ll attract better candidates, and disqualify many unsuitable readers.

While less accountable candidates are unlikely to do something that holds them to account, in calling you.

That’s one small example, of which many are guilty.

Now think about every other touchpoint in your recruitment process, which may include:

1/ duplicated data entry on you ATS

2/ tautological interview processes

3/ overly complicated or catachrestic language in your documentation (see points 2/ and 3/)

4/ not disclosing salary (assuming some candidates won’t apply to jobs that don’t disclose salary)

5/ psychometric assessments that have no relation to on-the-job performance

6/ interview processes that preclude people who need individual accommodations

7/ ambiguity, for people who don’t like making assumptions

8/ candidate outreach that does the opposite of attract

9/ experiential, functional or industry requirements when they aren’t needed

10/ lack of insight from your hiring process as to what you need

Every barrier you remove makes it easier for candidates to say ‘yes’ to you, and less likely they’ll remove themselves from consideration for any number of reasons.

Of course, this presupposes you don’t have enough candidates for a given vacancy.

If the opposite is true, and you have too many perfect candidates, then that’s where barriers can be a help, rather than a hindrance.

Requiring Degrees as a means of limiting your application base.

Compulsory industry experience to reduce the number of capable candidates.

It’s a valid tactic, if you are so inclined, and don’t want to consider candidates where you need to work to establish their capability.

The next edition of YMMV will be on Thursday 29th.

Have a great Christmas.

Regards,

Greg

p.s. While you are here, if you like the idea of improving how you recruit, lack capacity or need better candidates, and are curious how I can help, these are my services:

- commercial, operational and technical leadership recruitment (available for no more than two vacancies)

- manage part or all of your recruitment on an individually designed basis for one client

- recruitment coaching and mentoring (one place available at £200/hr + VAT)

- recruitment strategy setting

- outplacement support

Just hit reply to check if my approach is right for you.