The aftermath of the worldwide shutdown has led to many changes in everyone’s life. One of them being let go from their job and left to struggle with sending out applications for days at a time. Many businesses have a variety of ways of how to hire an individual. Some hire the applicant right on the spot at the interview and some take weeks at a time to hire an individual. When my husband retired from the Army, he was stressed out because he didn’t know how to formulate a resume and this was his first time ever having to gather up all of his information. He was worried that he couldn’t fit all of his information into a resume, but what I kept trying to tell him was to input information that would essentially make him noticeable. A downside to having loads of resumes is the unmanageable volume that HRM individuals receive (Youssed-Morgan & Stark, XXXXXXXXXXHaving an extensive job process screening could indicate the value of the organization. Taking the time to oversee an applicant's resume, holding multiple interviews, and doing a background check could tell the public and every applicant that you take your organization and job seriously. “Having a good screening process will make it easier for you to find the best candidates and it leaves a good impression on the applicants, even those who don’t get the job” (CivicMindsRecruitment, n.d., para. 4).
After experiencing an extensive hiring process and a quick on-the-spot hire, I think having an extensive hiring process won’t necessarily damage the organization too much. However, according toThe Business Journals
(n.d.), there are some negative impacts of using the ‘slow hiring’ process. One of the impacts could be missing out on a top candidate. If someone is essentially ‘perfect’ for the job but HRM wants to stick to their ‘slow hiring’ process, that particular top candidate could accept a job elsewhere leaving you to have to hire someone who is underqualified. This may not occur every single time, though it is important to keep in mind what may happen.
CivicMindsRecruitment.(n.d.).Why the Candidate Screening Process is the Most Crucial Aspect of Recruiting.
https://civicminds.com/why-the-candidate-screening-process-is-the-most-crucial-aspect-of-recruiting
Links to an external site.
The Business Journals. (n.d.).12 Leaders Share the Pros and Cons of a Slow Hiring Process.
https://www.bizjournals.com/bizjournals/news/2020/09/22/12-leaders-share-the-pros-and-cons-of-a-slow-hiring-process.html
Links to an external site.
Youssef-Morgan, C. M., & Stark, E. (2020).Strategic Human Resource Management: Concepts, Controversies, and Evidence-Based Applications.Retrieved from
https://content.uagc.edu/
Natasha Schall
Manage Discussion Entry
What can the use of a long complex selection process symbolize to job seekers?
The new hire process can be such a hassle and an expensive journey to find the best candidate. Many job seekers are envisioning a quick replacement period but, the turnaround time from the date of posting the position to the date of hire has been growing. In 2015 the hiring process took 68 days and just five years prior it was 58 days. The delay at times can be due to unrealistic envisions for the “unicorn employee”, (Maurer, XXXXXXXXXXSome companies create a large panel that then requires smaller interviews. Having such a long and intense interview selection the hiring managers begin to all feel a need to give individual input. Having a huge amount of feedback can delay the results and create friction between with delayed filling a position that is needed. The most common delay in hiring is the “lack of communication between the recruiter and hiring manager, (Maurer, 2016).” The long complex selection can symbolize that the organization is not in a need for the position.
How do you think this would affect the organization’s ability to attract the best employees?
Having such a long delay from the time of making the list for a scheduled interview to the time it takes to offer the position to a candidate can create a huge issue when looking for the right candidate. When applying for positions if the candidate is looking at the open market it is possible that the delay in hiring could allow the candidate to find another opportunity during the wait period. Many candidates will get desperate and choose a position that will now fit their best needs. “Almost two-thirds (63%) have accepted another offer because they waited too long to hear about a preferred role (Recruitment, 2008)." The candidate may also be left out of the communication realm to believing they have not been selected and ignore the chance when offered. This candidate may be the golden ticket for your department.
Maurer, R. (2016, June 1).Why hiring is taking so long—and what HR can do about it - SHRM. Why Hiring Is Taking So Long—and What HR Can Do About It. Retrieved February 2, 2023, from https://www.shrm.org/hr-today/news/hr-magazine/0616/Pages/why-hiring-is-taking-so-long-and-what-hr-can-do-about-it.aspx?_hsenc=p2ANqtz-_kwvjWaUf23EY3xlvxuDzyyDqBGlPpFtPM5J7P5DCrGPn9Bc_LdgS2EtcNRzzg8hiPHFmy
What are the risks of a delayed recruitment process?What Are the Risks of a Delayed Recruitment Process? (2008, September 17). Retrieved February 2, 2023, from https://www.talentlyft.com/en/blog/article/203/what-are-the-risks-of-a-delayed-recruitment-process