We rely heavily on the efficiency and speed of applicant tracking systems in recruitment. Most of the time, you’re going to get great results for posting a job on the internet. Depending on the position we’re recruiting for, we may get an average of 200 to 400 candidates from postings. Granted, with such large responses, we do end up with plenty of applicants that are not qualified for the job. However, on average, ten to twenty percent of applicants within that group will be a good, or even great fit for the job. You give your hiring manager the top ten percent to review. They decide to interview 10 candidates out of the 40 submitted. No one is selected. The hiring manager then decides to interview an additional group of 10 candidates out of your suggested ten percent. No one is selected – not even for second interviews.
At this point, you decide to review your strategy. The interview process is taking longer than expected; it’s time to redefine what the hiring manager is looking for. You have a meeting with your hiring manager and discover they’ve had several great interviews.
So you ask, “Why haven’t you selected anyone?”
“Well, they just aren’t a ‘great’ fit. We’re looking for someone that will fit into the culture of our company.” Your hiring manager proceeds to tell you that buy doxycycline online canada they asked around and they have a few employee referrals they would like you to pursue.
“Do you know Bob? Bob from accounting has some employee referrals.”
You contact the three employees you’ve been assigned to track down and direct them to apply. They are all interviewed a first and second time. Your hiring manager finally selects a candidate. They make an offer and the candidate accepts. Success!
Really?! It took three weeks to interview two rounds of candidates with no selection. After all the work to pinpoint the top candidates utilizing their tracking system, they hire a referral. You think back to your initial intake. You did ask if there was anyone the hiring manager had in mind, which at the time they said they did not. However, you didn’t ask if they had any referrals or if they had an employee referral program.
Working with employee referrals from the beginning would have saved a lot of time. Even if your hiring manager is unclear on what they’re looking for, we should try to be perceptive. We deeply depend these days on the internet and social media, but we sometimes forget that a good old-fashioned referral is still an effective tool in recruiting.