Recruiters can do better

I read a piece titled “Table Manners” by Christopher Demers and it evoked those unpleasant manners and practices of recruiters. If it is not ‘laziness’ I do not know what word to describe a recruiter who mentions nothing about his client when putting up a job ad. If you wont reveal the identity of the organisation you are filling a position for (even though I frown at this), what about the industry or its market position. I think the focus of every recruiter is to attract a wide pool of talent for position being advertised!

Sometimes when I see ambiguities between job descriptions (JD) and person specifications I wonder if the recruiter had read through the ad before putting it up. The truth could be that these recruiters ‘copy and paste’ already prepared  JD of a particular role for all organisations. In the process, vital details are left out.

The use of social media for recruitment has been on the rise and now a popular source of hiring for most recruiters. How well have they fared on this platform can be determined by the quality of job ads on Twitter, LinkedIn, Facebook etc. I do understand the constraints of word counts with some of these applications which made it practically difficult to spell out every detail as regards a particular job role. However, I think they can get round this constraint by converting the ad to a web link which can be opened in a new window.

A worrying trend also emerging is for recruiters to tersely post a job role and request for interested candidates to give their email addresses in the comment section. This is a ‘NO’ for me. I wont give out my email address to the public domain with hackers and spammers everywhere. I’m sure other people will share this sentiment. It also gives room for people to send you unsolicited emails and requests. Recruiters can definitely do better than this!

Lack of feedback is an issue so many people have harped on but has lingered in the recruitment industry. The common excuse is giving feedback to hordes of unsuccessful candidates is not practicable. I beg to differ, it is. I wont go into the details of stating the importance of giving feedback as this has been done in numerous blogs but it is important to stress that feedback is possible no matter the number of candidates you have.

As 2015 beckons, we expect to see recruiters up the ante in the new year.



Download a Copy of HR Book of Blogs

This Time, It's Personnel

Across many units and departments that make up a company, HR department is the most maligned. Even when a situation has nothing to do with HR, we still get the butt. To this end, many HR professionals have gone ahead to correcting misconceptions employees have about their HR.

This has metamorphosed into vibrant HR communities in the online space where blogs, tweets and posts are shared two-four-seven on wide ranging people-related issues in the workplace. Several Social Media platforms are now being used to explain why we do the things we do .

With learning becoming more social and collaborative these days, David D’Souza conceived the idea of pulling together global HRsters to come up with writings for compilation into a book. Spurred by the success and great reviews of Humane,Resourced, he crowdsourced other sixty nine people for a second.

This Time, It’s Personnel is out and it’s selling real fast. Interesting and diverse strands of HR all make the book a must have for everyone. The book reveals how passionate we are about our people and the business. It gives a peek into the future of work and also preaches inclusivity. All the chapters are mouth watering!

More importantly, all the proceeds from the sale will go to charity. I think it is a bold way of showing how much we care. Many thanks to all the contributors and those who worked behind the scene to compilation of the Book of Blogs.

You can download the book here.

Bashir Baba is a contributor to This Time, It’s Personnel and can be reached on @El_De_Bash

 This piece was first published on LinkedIn on Nov 8th, 2014.