I have been thinking about the Recruitment Industry. I was not there when the industry was conceptualized for implementation. However, I have experienced this particular industry on enough occasions to have an opinion or two.
Here goes...
Sending your company templates to an applicant to populate, with information already contained in their application submission, is Process Tautology...
This is a sure sign to the applicant to expect an inefficient process from that point onwards. This step is received very unfavourably by the applicant, making them ponder on a number of things; creating possible misrepresentaton of the actual hiring company or manager.
Time sheet based billing is the usual suspect for this inefficient activity.
I have worked with timesheets enough times to know that they favour perception management as opposed to effective and efficient working. Let's just also say that I find timesheets as truthful as the result of a probeless polygraph test. Handing the person the pens to simply hand draw the graphs.
A person who values their work, skill, time and livelihood; notes such detail of Process Tautology.
They become red flags; almost indicative of the work ethic or culture of the recruiter or organisation/s.
Requesting an applicant to
Further summarise a CV
Restructure their full CV
In order to fit your internal templates is not right.
It is inconsiderate and unwise; especially for the more experienced, mature or self managing roles. When did a CV become so vague and irrelevant that an applicant is prodded for so much further detail; way before they even make it to the interview shortlist? What is the point of interviews nowadays then? A box tick exercise?
Not right...
One can also receive this template story in a bad light; especially when having been subjected to it many many times. Below are a few points on Recruitment Process Tautology perception.
Lazy - A recruiter's deliverable should include reading submitted CVs; thoroughly. The first step for consideration. Then, you extract and translate the information into your internal process template - which I presume serves to standardise the process for the company. Ask the applicant to reword where you honestly do not understand. That shows consideration for their submission.
Prideful - It comes across as a: "If the applicant wants the job, let them do as told" Even if the ask is unreasonable. All efforts in presenting the initial application; as per advert specifications are deemed useless. They are reduced to just a tap on a wide shut door that was advertised as opened to potentials.
Flippant - It's like knocking on a door, only to have a template slid out from under the door; with the instructions. A Please knock in a hip hop beat for ten seconds. B Take a step back. C Come forward again. D Knock in a waltz beat for another ten seconds. E If successful, the flower pot on your left will print out a treasure hunt map to our doorbell. Kind Regards and All The Best."
Disregarding - Is it not better to let a person sell their experience to you in their own voice? How do you say to an applicant: "Tell me your life story, just not in your own way. Try telling it in a way that will entice me. Also, keep this ice cream stick between your left chewing teeth while you speak. You're a dear, thanks. Go on now..."
A person presenting self to another is in a moment of vulnerability.
Especially when seeking approval for any type of relationship.
Tell me one person who just loves being told they are not quite, not exactly, not really or not at all what is being looked for?" Even the most confident and arrogant ponder and reflect somewhat on rejection; before shrugging it off.
As a Human Relations expert, how aware are you of human nature? Do you have the wisdom required for the role you are playing in recruiting? Do you perceive that your role is of a gatekeeper for the good or bad future of the same company funding your lifestyle?
So, are you a typical **Security Guard or a Recruiting Specialist? Don't perceive and be overcome by the false sense of power. Perceive the impact potential of your role rather.
(**Security Guards are usually perceived as quite stubborn and unbending in nature.)
A working applicant may not have the time to thoroughly populate your templates. Again, what are interviews for again?
A more experienced applicant may find the template exercise laborius and annoying.
Why must an external candidate be subjected to Process Tautology?
If the candidate sees the advertised position, considers it, sees the potential for a match and applies; surely the recruiter can do the same with the submission. See the potential match between the CV and Role Specifications.
Sounds doable.
Perhaps with a bit of elaboration here and there, a decision can be made. That is why interviews are there.
Unless the company has included in the advertisement the submission format and recruitment process steps details; how do you disqualify an applicant for not agreeing to populating the additional template/s?
Where there is no law, there is no transgression.
So if you are between a Hiring Manager - who has a need - and potential candidates - who can meet the need - do an honourable job of it. Do your front end thoroughly before posting an advertisement. Make the process as smooth, of quality and enjoyable as possible. Courtship is two sided. There is presenting, consideration and verdict by both parties.
The culture of exploiting perceived upper handedness is coming to an end. Scarcity of most skills will soon be in abundant supply. A few coding lines can bypass some skills. International talent will become local with the much advertised technology and remote working era. For some careers anyway.
Unless a CV is really no where close to the required specifications, what justifies Process Tautology?
Even so, the recruiter should ask the candidate to elaborate how they saw themselves as a fit for the role. I would ask; incase a candidate has some insight not evident to me or an interesting value offering for the role.
Maybe I need to understand the importance of these templates deeper; if any depth. Past experience has showed that they are an unnecessary ask and a passing of the buck.
Everyone deserves mutual benefit; not slave master relationship...
Pointers. Comments. Chats. Welcomed.
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