Rolebot’s Top 3 & 3: The Don’ts of Recruitment

July 28,  2021

Today’s hiring environment without a doubt is the most challenging and fiercely competitive hiring period we will likely face during our professional careers. It’s different from the recessions and economic woes of the past in 2 unique ways.

First, companies are in this together on a global scale and it’s occurring all at the same time.

Secondly, the pandemic has forced most organizations to enable employees to work from home. This volatility has created the ‘perfect storm’ of an extreme hiring dynamic, one that we’ve not seen before, nor have experience navigating. Companies are pursuing talent from any location now vs their respective geographical markets, and in addition, hiring for the same roles / comparable skill sets at the exact same time, leading to an exponential spike in demand.

There are many Do’s and Don’ts when it comes to effective recruitment practices. We’re aiming to highlight some critical Don’ts during this ‘perfect storm’ scenario, in hopes it brings some value to your team’s current recruitment efforts and alleviates some of the obstacles we’re all facing.

1. Don’t reschedule an interview if you can help it. If it has to be rescheduled, ensure it’s no more than once. The more time in between touchpoints, the higher the probability we face losing an ideal candidate. Try never to use the word Cancel to describe rescheduling an interview. It’s usually not well received and promotes candidate anxiety, even if it’s not the intent.

2. Don’t keep candidates in the dark during the interview process. Communicate often. Close the loop quickly on candidates that don’t align. Failure to do so is detrimental to keeping your employment brand and reputation favorable and has long-lasting effects often very hard to recover from. After interviewing a strong candidate, express interest early on and over-communicate until a hire is made.

3. Don’t add friction to the hiring process. Keep it simple, less is more. Ensure the company’s hiring process is organized and refined. Don’t schedule unnecessary interviews or require a candidate to interview multiple stakeholders on different days of the week. The ideal interview process is 1 Phone Interview and 1 Onsite or Video Chat, try and keep assessment tests to a minimum if possible.

Lastly, here’s a Strategic Don’t worth testing — Don’t give candidates too much time to accept an offer. This goes against any approach we would’ve advised pre-pandemic. However, in extreme scenarios, we have to be more extreme and allowing too much flexibility increases the probability of failure. Right now, if you give an inch, the talent pool tends to ask for a mile. While a candidate may initially accept an offer, the chances of them backing out prior to starting dramatically increase with time. Deciding on a fair time frame that leadership is amenable to, and cutting our losses if an offer is not accepted prior to that deadline, should alleviate the ‘setup to fail’ scenario.