Improving Recruiting and Hiring Process: Thought-Provoking Infographic

This infographic about recruiting and hiring, entitled, “Jim Gets a Job in 10 Easy Steps,” came to me today from Recruiter.com. It has a simple message, but one that provides food for thought for employers about improving their recruiting and hiring process and for applicants about improving their job searches.

Infographics are increasingly popular. Sometimes they’re effective at visually conveying numerical information, making it more interesting and giving it more impact.

Other times they’re like a good comic book, creating a better sense of “story” than text alone. So it is with this one, the tale of how “Jim Gets a Job in 10 Easy Steps.”

Provided by Recruiter.com.

Some lessons for employers about improving the recruiting and hiring process, corresponding to the ten steps of this infographic

Jim can’t figure out what the position does.
Take the time to accurately describe jobs. You’ll maybe waste less time by getting fewer unqualified applicants and more qualified — and truly interested — ones.
It takes 45 minutes to apply.
Simplify your online process as much as possible. Companies should move towards the example of the uniform college application system. Yes, making application harder could deter the less serious candidates — but it could also deter good ones.
He gets automated email thanking him for applying.
How about promising a prompt review and response if he will not be considered further? Wouldn’t it be desirable to be viewed by applicants as a company that cares enough to do this? Can’t you feel how discouraging it is for unemployed job seekers to be left hanging with no communication (or just unhelpful standardized communication)?
Three months go by…
He had no clue whether he had any chance with this company for three months! How much better had he received a letter saying someone else had been selected for the original job, but his application would be retained for X weeks should any suitable positions open up.
Another three months go by…
What happened in these three months while Jim was nervously collecting unemployment and getting discouraged (or perhaps getting hired by a competitor)? Why the sudden rush? How rude is this? If he gets the job, Jim’s thinking, he’ll probably get rush work assignments this way all the time because the company always waits until the last minute.
Jim meets with the hiring manager.
How about making a reasonable promise to let him know either way — and then doing it?
Brief email two weeks later.
Jim’s wondering what’s going on. First a rush to interview him. Then a positive interview. Then this noncomittal, impersonal communication?!
Two months later he calls other manager
Should applicants be able to bypass the formal process like this? Is it fair? Will it result in the best hires? In complaints about favoritism and discrimination?
Interview and offer on the spot.
On the spot? Is it wise to allow unreviewed hiring decisions like this? Did the manager really have authority to make this offer? Maybe not, but legally he may have had “apparent authority,” which can bind a company contractually.
Different offer from HR.
I guess the manager didn’t have the authority. What kind of morale is Jim starting with? How long will he stay? He’ll probably be one who’s constantly looking for another job. You don’t need those!

Some lessons for applicants, corresponding to the ten steps of this hiring and recruiting infographic

Can’t figure out what the position does.
Don’t waste your time on jobs you don’t understand or that aren’t clearly a good potential fit. You’re much less likely to get hired than if you focus on finding the ones that are the best fit.
It takes 45 minutes to apply.
Streamline your online application process. It shouldn’t take 45 minutes. Of course, you have a resume and cover letter saved on your computer. Customize them as needed — don’t be lazy about this, as it’s especially important if your materials will be computer-screened for keywords! Have a computer file with all the normal application information handy. If you apply in person, take a printed copy with you.
Automated email thanking you for applying.
Keep records of your search. Schedule this for follow up. It could be as simple as making a weekly email folder for job applications to save such emails and then every week go back to the folder from a few weeks earlier and write emails or make phone calls.
Three months go by…
Do not let three months go by! Don’t be a pest, but you have a right to know where you stand. Has the job been filled? If so, are there similar openings? Are any likely? If it hasn’t been filled, what should you expect and when? Are you still in the running? Can you do anything further to help them make a decision? Express your sincere interest, not in terms of your need for a job NOW, but what you can offer the company.
Another three months go by…
Not much to do about this, I suppose. Personally, I’d mention the “prior social engagement” and then if pressed say I can cancel it because the job opportunity is very important. They may reschedule; if not you will have shown you are flexible and have your priorities straight.
Jim meets with the hiring manager.
Ask when you can expect to hear from them. That’s only fair and should not be disturbing to any manager, especially following a positive interview.
Brief email two weeks later.
Hopefully this is AFTER you already wrote a thank you note for the interview, maybe even a handwritten one rather than email!
Two months later he calls other manager
Don’t wait two months. More aggressive follow up after a positive interview should be expected. Still, don’t call every day, but do be assertive and confident and express your interest without seeming desperate. Calling someone else can work well, but has the risk of alienating others in the organization who are committed to an orderly hiring process.
Interview and offer on the spot.
Just because the manager is impulsive — or desperate — enough to offer a job on the spot, that doesn’t mean you need to follow suit. You should be negotiating terms. Tell them you need to discuss it with your wife/husband or something.
Different offer from HR.
Try not to let this experience sour you too much, but keep networking because you may very well be able to do better.