As a student in the Human Resources field, you have probably heard the analogy that the recruitment process is very similar to the rituals of courtship. There is the initial interest; then the attraction; then the getting to know each other through some dating; and then, if all goes well, a long term commitment is formed by partners for life.
Recruitment follows a similar pattern. There is the initial interest and attraction to a position with a particular company; then there are at least a few interviews to get to know what the mutual expectations are; and then, if all goes well, a long-term commitment is formed by the contract of employment between two partners.
In both processes, we may see or hear some things that we do not particularly like, but in the haze of mutual courtship, we may choose to ignore these things or hope that they might be minor details that will not get in the way of long-term commitment and mutual success.
Then, reality sets in.
In most cases, partnerships work through the annoyances together. If, however, the things that we chose to ignore during the courtship and/or recruitment process become glaringly evident and turn into unsurmountable obstacles, the relationship will come to an unfortunate end.
As HR professionals, we can avoid the inevitable break-up of the employment relationship by ensuring that the recruitment process is focused on reality for both parties, before any commitments are made.
Anna-Lucia Mackay outlines the need for multi-step recruitment processes that are focused on facts and reality-checking.
Click Here to Read the Article.
The author provides us with a detailed end-to-end approach for successful recruitment, to help HR professionals and candidates ensure mutual compatibility before contracts are signed and the path to the future is set for everyone.
- Identify three key indicators that behavioural interviews provide to the employer in a recruitment process.
- What types of questions should be asked of a candidate’s references to ensure fact-checking?
- How will you know you are getting the answers you need from a candidate’s references?
- What are three potential warning signs during a recruitment process that the HR professional should not ignore?