Sloppy internal
recruitment's impact on company brand
Companies wishing to
attract quality candidates should take a good look at their internal recruitment
processes if they wish to avoid a poor image in the market-place. According to
Madge Gibson, senior associate at Jack Hammer Executive Headhunters, the
interview process is a two-way street.
While a candidate seeking a new role naturally needs to make a good
impression, it is equally important that the hiring company leave a positive
impression in the mind of the candidate.
"Unfortunately this is not
always the case and some companies let themselves down by not giving adequate
attention to the interview process and the weight it carries in the candidates
overall impression of the company. Poorly arranged, and often changed meeting
times, frustrating delays before and after the meeting, can be seen as
indicative of a lack of respect for a prospective employee's time, not to
mention general internal chaos.
"Contradictory"
"Many
companies talk about 'how important their staff are to them' when their
recruitment process couldn't be more contradictory," she
says.
"Disorganised and outdated recruitment processes can have a
negative effect on a corporate brand. I've seen instances where executive
candidates have used the recruitment experience as a significant factor in
selecting one company over another. They view the hiring process as an
indication of the organisation's operational efficiency, customer service
commitment, and management style."
Gibson feels that the importance of
brand identity should be embraced by everyone across the company, but especially
those who have access to the public - and that includes potential employees.
Chipped tea cups, rude receptionists, arrogant personnel, or even a senior
executive arriving late for a meeting, all contribute to the impression the
potential employee takes away with them. A shoddy, or unpleasant experience will
only serve to alienate good candidates.
Appropriate
Gibson
also notes the importance of appropriate post-interview processes. "Should a
candidate not meet the criteria for the job, feedback and rejection needs to be
handled as professionally as the interview process itself, and
quickly.
"Employers should always take the long term view, every
interaction with a potential employee should be an exercise in brand management.
Every interviewee, no matter how 'inappropriate' for the job, should leave the
meeting on a high note, having had a great experience and wishing they worked
there."