Here are three considerations that should not be allowed to happen to you or the applicant during the hiring process.
First, many organizations have a policy of opening a job posting or requisition for every open position. To a degree I understand this may be an EO requirement policy. At the very least, all candidates should know that internal and external candidates can apply for the position and go through the same processes. If there is a “favored” candidate, the interviewers must be careful not to bias the entire process. I am aware of managers being required to open a job a job requisition but had made their minds up as to would be selected for the position.
I know that companies are just trying to make sure they open things up to all the people they can in the hopes that they get the best person, but this still rankles if you’re someone looking for a job. You’re playing with people’s time and expectations.
Second, let’s consider the job description. Some organizations use “boilerplate” in their online and print advertisements. I don’t think that this is meant to be misleading, but could be an effort to save time or the job description has not been brought current to include new or different specifications. But it would save a lot of time by making the advertisement very specific. For example, instead of saying you’re seeking someone who has “experience with spreadsheet” say, “Must be able to accurately create muti-level financial projections with minimal assistance. Avoid expressions such as “Experience with…” because is vague and most open to interpretation. Avoid it.
Third, the candidate and the organization should establish when a decision will be made. Now, we all know that cancellations, rescheduling and other delays can cause havoc with a timeline. But from the applicant’s perspective, if they are looking for employment or a change in employment, time may be of the essence. So, waiting weeks for an answer is bad even if the candidate is offered the job. It’s even worse to find out, after a long wait, that you did not get the job.
On the organizational side, the hiring officials may be striving for “surgical precision” in making the best possible decision. No one wants to waste time and money with a bad hire. It is also possible that the organization may be waiting to see how their real first choice works out before you let the others off the hook completely. In some organizations the decision to hire, and whom to hire, must go through corporate channels that could be glacially slow.
Hiring is important and it is a big deal to find the best candidate for a position. But there are things that you, as a leader have learned or developed to make the process easier for all parties.
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