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O P I N I O N
Recruiting never ends If you think there’s too much recruiting, then you probably don’t realize there is no ‘season,’ but an unending grind.
T here is no preseason or final game for recruiting. A/E firms that don’t understand the 24/7 nature of the recruiting season may be caught off guard when candidates begin to either refuse to have a conversation after submitting a resume, or face the inability to fill a high-level need. Similarly, you may be a hiring manager, recruiter, or human resources professional who is facing hiring woes. Here are three things you and your firm can do to get into recruiting season form.
Chris Patton
THE PROCESS IS THE ENEMY. We can’t tell you how many times a firm has called because a position has been open for more than six months. Once candidates are presented, the firm inexplicably goes quiet. Then, about another week later, an email is re- ceived wanting to schedule interviews but the can- didates are no longer interested. The candidates all interpreted the lack of response from the firm as a “WE ARE NOT INTERESTED” insult. The bottom line is that if firms receive an application, they need to respond with a definite yes or no within 48 hours. Qualified candidates “A/E firms that don’t understand the 24/7 nature of the recruiting season may be caught off guard when candidates begin to either refuse to have a conversation after submitting a resume, or face the inability to fill a high-level need.”
CANDIDATES CAN SEE THROUGH A GLASSDOOR. Ask yourself this question: Who is monitoring your Glassdoor account? If you don’t know, do yourself a huge favor and Google your firm’s Glassdoor account. More often than not, firms will be happy to see that they are well reviewed. Unfortunately, some firms discover lower ratings or a few unaddressed negative comments. Those two or three nasty comments, no matter when they were posted, may overshadow every other review that is positive about your firm. Therefore, monitor Glassdoor carefully. Every firm should have at least three employees that are notified whenever an update is given. This will allow criticisms, just or unjust, to be addressed. If it is discovered that your firm’s reviews contain one- or two-star ratings, then they need to be responded to so that the noted, public problems are dealt with. If the issues raised are not addressed, then potential candidates may be scared off and the ability to recruit effectively can be compromised due to a poorly developed online reputation.
See CHRIS PATTON, page 10
THE ZWEIG LETTER November 28, 2016, ISSUE 1177
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