The Psychology of Recruiting in Difficult Times…
Bring out the Lollipops!
Rupert R. Amy
President, Board of Directors of Careers Inc.
What happens when you are presented with a Budget-cut in your recruiting Budget and your company overall is feeling the stress of these difficult economic times, yet you have the opportunity to fill some critically interesting positions. Believe it or not, when this happens, you enter a very different recruiting environment then those good old days, when you had the Budget and resources and times were far better!
Subconsciously, in difficult economic times you tend to add layers upon layers of interviews, basically turning your recruiting process into an obstacle course.
Its’ been my experience through the years, to observe how the economic environment and financial health of a company can directly affect the recruiting cycle. By this I don’t mean in terms of the number of positions which are not filled (that’s obvious), but in terms of the process itself, SOME PEOPLE WILL TELL YOU THIS IS NORMAL... I SAY, IT SHOULDN’T BE!
Here you have the opportunity to do some serious recruiting, the job specs are clear, the market is supply heavy… why then turn your recruiting process and especially the interview process into a mine field or maze that not necessarily will give you the best candidate …maybe just the sole Survivor!
It is precisely during tough economic times when the really good candidates are hard to find. A happily employed candidate is tied down to his present job and the company will do anything in their power to keep their key executives or professionals happy and fulfilled. It is during these difficult economic times when candidates feel safe and secure in their “comfort zones” and the companies know it!
Why then do we add layers to the process and turn the interview process into an obstacle course? Who said the times dictate the process… instead of using the times to fuel the process itself. I’ve seen recruiting processes turned inside out, where not only were the number of executives involved in hiring a professional doubled in size but the number of tests, evaluations and interviews have turned the whole recruiting process into a series of twist and turns designed for a long distance runner…. not necessarily to attract and hire the best candidate.
There is a place for testing and for evaluations and yes you have to involve in the recruiting process those delegated with the authority to recruit and hire, but don’t complicate the recruiting process because it’s more critical than ever to hire the best … feed the system, keep it simple, create an environment that is enjoyable for candidates to become involved and eager to show more of themselves, become a magnet and you will always attract the best!
The times should not dictate your performance, procedure or even style used in recruiting. You should use these times to enhance, to fine tune and to bring out the best in you, your team, and in who you recruit!