Posting job openings, wading through scores of résumés, doing background checks, scheduling interviews, conducting interviews, and following up with the winners and losers can be tedious and time-consuming.
Most of us don’t recruit or hire very often, so we’re not very good at it. But it’s important, so we’d better get good at it or outsource it to someone who is.
When it comes to looking for and hiring a CEO, the stakes are extremely high. You risk losing more than qualified candidates if you leave an unfavorable impression during a CEO job search or interview. Your credit union can suffer significant damage to its reputation if poorly treated job applicants turn to social media to vent their frustrations over shabby treatment.
We probably all know people who’ve interviewed for jobs and were asked bizarre questions that had nothing to do with their skills or experiences. Even promising candidates sometimes fail to receive a response and are left in post interview limbo. The list of mistakes made by hiring organizations is long.
More than 70% of job applicants find the interview process distasteful, according to Staffing.org.
In most organizations, little or no thought has been given to how candidates experience the process. Instead, the design is based solely on an organization’s administrative needs—similar to a lot of motor vehicle departments. Not a lot of thought goes into the applicants’ experience.
Job applicants spend many unpaid hours preparing for the hiring process. Furthermore, they’re likely to undergo a long application process and interviews scheduled at inconvenient times. Ultimately, they might be dropped from consideration with little or no honest feedback as to why.
One consultant estimates professional candidates voluntarily spend more than $1,000 of their own time and money preparing for and participating in corporate hiring processes. Given that kind of investment, don’t they deserve a better interview experience?
Fortunately, many interviewing and hiring mistakes are easy to avoid. A lot of them involve basic professional courtesy. It’s important, for example, to acknowledge candidates and keep them informed of progress, or lack thereof. And make sure the “dynamic work environment” you describe in your job posting actually exists and is on display at each interaction.
Basically, treat candidates the way you’d like to be treated.
As the economy picks up steam, your credit union might be doing more hiring. Now is the time to evaluate your application and interviewing processes and make sure prospective employees are in for a good experience.