The extracts below have all been lifted without alteration from adverts for HR roles in this week's HR online media. Although the HR Case Studies editorial team wouldn't recommend a total "warts and all" approach to attracting applicants (after all, no-one is likely to apply for a role stating, "Relatively tedious job in declining business; would suit mediocre and dull candidate") there is a serious point to be made about whether some job adverts do "sell the sizzle" a little too much, potentially leading to the expectations of the successful candidate not being met, and this subsequently developing into a rapid departure, requiring the whole recruitment process to be repeated.A fantastic opportunity
An exciting opportunity
Worldwide, prestigious blue chip organisation
The fastest growing organisation of its kind
An exceptional opportunity
A true market leader with a global presence and an enviable reputation
A progressive independent government department
'The' market leader
A high profile services organisation with a great reputation in the market place
A well respected UK retail brand and major player in their niche market
One of the world’s leading organisations
An exciting opportunity for a passionate Training professional
A fantastic opportunity to join our client
A leading national business and a market leader
A superb opportunity has arisen to work for a world leading household name
- What are the dangers of over-selling a role to applicants?
- If an organisation found that it was losing a high percentage of its new recruits, what would you recommend that it might do to improve the situation?
- How important is effective induction to ensuring that new recruits to a company stay there?
- Graduates are notorious for moving on as soon as their develoment programme has been completed. Is this to be expected or are there measures that a company can take to remedy this?
As most people I am attracted by ‘sizzle’ (although I think that once you’ve been burnt you can become slightly cynical about the trumped up claims)! And actually who can blame them because, thinking about it, if I were writing an advert to sell ‘me’ I would describe myself as world class and passionate whereas, if truth be told, I probably fit better into the mediocre category!!
ReplyDeleteIt is fair to say that even if the recruitment process lives up to the adverts claims of the role/organisation, often an individual’s experience on day one does not - no PC on the desk, first salary payment is wrong, no manager to explain the role etc. It is therefore really important to look at the whole on-boarding process and ensure that an individual is given everything they need to do their job – be that knowledge or equipment. I think organisations should look to put in a touch point with new starters about 2/3 months in to find out what, if anything, could have made their transition into the organisation smoother. Then, having asked the questions – act on the responses.
Recruiting for staff, especially for specialist roles, can be a time consuming and expensive process. To ensure this effort isn’t wasted I think there are some basic things that an organisation should do:
1. Have a realistic role description and person spec – not a wish list devised by some senior manager
2. If there are aspects of the role that might not suit people e.g. a significant amount of travel – be open about it. Better people self select themselves out than join and not be able to fulfil the role
3. Choose your advertising medium wisely – The Times for a local HR job might not be the best place
4. Remember that potential candidates are potential customers and treat them accordingly
5. Pay attention to Day 1 and beyond
6. If things don’t work out, find out why and try and do something about it
But then, since when has common sense been common practise?