tag:blogger.com,1999:blog-9220045813820945869.post1000554797119522682..comments2023-11-04T20:42:11.524+00:00Comments on HR Case Studies: Recruitment: Time to introduce some standardsGraham Salisburyhttp://www.blogger.com/profile/05029948174384225988noreply@blogger.comBlogger4125tag:blogger.com,1999:blog-9220045813820945869.post-15773827979395410782013-02-08T12:39:45.147+00:002013-02-08T12:39:45.147+00:00we find it relatively easy to be honest in the aut...we find it relatively easy to be honest in the auto response..<br /><br />along the lines of ....<br /><br />"we need great people with relevant industry and skillsto help us out in this role. As you can imagine in the world of social media technology, we receive a huge response from many qusality people. Its sadly not possible to individually get back to you all, even though we wish we could, but please believe us when we say we appreciate the time and effort made to apply. we will however, be in touch with people that most closely fit the needs detailed in the job ad. We will keep some of you on our radar too in the event of a future opportunity (if you agree). Thanks once more for your interest"Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-9220045813820945869.post-40103276974961582022013-01-30T16:38:02.429+00:002013-01-30T16:38:02.429+00:00Yes ! However, I use "Killer Questions" ...Yes ! However, I use "Killer Questions" and candidates still apply as they simply answer YES to every question !<br /><br />Given the current technology - which you refer to - how should we recruiters respond ?Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-9220045813820945869.post-52037272129872553442013-01-30T15:53:26.691+00:002013-01-30T15:53:26.691+00:00Anonymous: Thanks for the input!
Just a couple of...Anonymous: Thanks for the input!<br /><br />Just a couple of responses to the valid points that you've made:<br /><br />Don't forget that the online application process is still within the domain of the recruiter, and with the evolution of sophisticated applicant tracking systems, it is very easy to use (for example) Killer Questions in the application process that don't even allow unsuitable candidates to get to the starting line.<br /><br />If there are far to many unsuitable candidates for a particular position, the blame can't all be placed at the door of the candidate!<br /><br />Incidentally, I'm not suggesting that all candidates should be given detailed feedback as to why their application was unsuccessful, but I don't find the "Thank you for your application: if you have heard nothing within 14 days, this will mean that your application has been unsuccesful" auto-acknowledgement as sufficient, given the technology that is currently available.Graham Salisburyhttps://www.blogger.com/profile/05029948174384225988noreply@blogger.comtag:blogger.com,1999:blog-9220045813820945869.post-4568533059167973142013-01-29T22:07:28.008+00:002013-01-29T22:07:28.008+00:00Some interesting points! In an ideal world, yes, e...Some interesting points! In an ideal world, yes, every candidate would be treated with the same level of respect.<br /><br />However, there are several points not considered here.<br /><br />1. Not every candidate is 100% interested / qualified / skilled / experienced to do the job.<br /><br />The online application process makes it incredibly easy to fire off a CV and genric covering letter. Some people apply because they are frustrated with their current employer, some from sheer curiosity, some because they can play the game (using prospective job offers to gain a pay increase), or for some (sadly) from sheer desperation to find employment.<br /><br />2. Time: Quite simply, employers or agencies do not have the time / resources - as much as they want to treat every candidate with respect - to respond with bespoke feedback, to every candidate explaining why their application wasn't successful.<br /><br />Is it feasible for a business to "waste" time responding to these individuals. Or is it simply more common sense to focus on the individuals who are clearly competent to fulfill the role? <br /><br />Should the "candidate experience" be positive for those who are not even serious about getting the job? <br />Anonymousnoreply@blogger.com