Even It Up!

Shifting the balance for jobseekers

It’s about the people, stupid!

with 4 comments

Even It Up! gets quite a bit of criticism from recruiters.  Surely not, we hear our supporters say; how can this be?  The criticism comes from two main areas 1) we aren’t recruiters and 2) we’re too negative.

Before we address these criticisms, how about we get back to basics?  How about we think about the purpose of recruitment: what it’s actually for.   We’ll go to our friend the internet for this, and offer a selection of definitions for your perusal.

Definition #1 (from Business Dictionary) Recruitment is the process of identifying and hiring best-qualified candidate (from within or outside of an organisation) for a job vacancy, in a most timely and cost effective manner.

Definition #2 (from BNet) the activity of employing workers to fill vacancies or enrolling new members. Employment recruitment is composed of several stages: verifying that a vacancy exists; drawing up a job specification; finding candidates; selecting them by interviewing and other means such as conducting a psychometric test; and making a job offer. Effective recruitment is important in achieving high organizational performance and minimizing labor turnover. Employees may be recruited either externally or internally.

Definition #3 (from eHow) Recruitment and selection refers to the chain and sequence of activities pertaining to recruitment and selection of employable candidates and job seekers for an organization. Every enterprise, business, start-up and entrepreneurial firm has some well-defined employment and recruitment policies and hiring procedures. The HR department of large organizations, businesses government offices and multilateral organizations are generally vested with the responsibilities of employee recruitment and selection.

If we collate these definitions, it would be fair to say that recruitment is about the processes and systems that ensure the organisation puts the best possible person into a vacant job position so that the organisation is able to perform at optimum level.

There are three parts to this equation.  Firstly, there have to be the “best possible people” who can be recruited; secondly, there have to be vacant jobs that require filling; and thirdly organisations have optimum processes and systems in place in order to do the recruiting.

From a jobseeker’s point of view there is generally some work required on their part to ensure they are “the best” and can seamlessly integrate with the organisation’s recruitment systems and process.  The onus is usually on the jobseeker to acquire the necessary skills (communication, computer etc.), qualifications (degrees, diplomas, trade certificates etc.) and experience (work, volunteering etc.) to ensure they can meet the organisation’s requirements.   Often the jobseeker will keep “skilling up” to improve their career prospects and keep being “the best”.  The jobseeker, therefore, fulfills their part of the recruitment bargain*.

So, from an organisation’s perspective, it should be a very simple process to ensure that the best possible person wins the vacant position.  If only that were true, because the organisation, in its efforts to minimise risk** puts barriers and obstacles in the jobseeker’s way (and anyone who reads this blog and has visited the Even It Up! website knows very well what these are.  If you are new, here is an example).  The organisation, in effect, is not fulfilling their part of the bargain! And, interestingly, this is projected onto the the jobseeker,  who is then seen to have “failed” in some way.

Now: to get back to address our critics.  We are not recruiters, but we have been a part of the recruitment process.  We have collected the necessary skills, qualifications and experience.  We have jumped through all the hoops you require us to.  And still we come up short.  We are too this, or not enough of that … you get the picture.  And it’s not a case of sour grapes.  We have applied for roles, not won them, and can still speak highly of the organisation involved (sadly, not many!).  Treating jobseekers fairly and respectfully is a wonderful (and strategically clever) way to manage your brand.

And it’s the very fact that we’ve had recruitment “done to us” that entitles Even It Up! to be negative.  And we are not going to change this position in a hurry because recruitment is broken, and it needs to be fixed.  And by that we don’t  mean just getting rid of all those awful recruitment companies who operate on an old school sales model, rather than a knowledge economy talent model.

We need organisations to fulfill their part of the bargain and make it easy to actually hire the best person for the job.  Not the person who will argue the least, or has the WASP surname, or who is the easiest to manage, or is the youngest and therefore most likely to stay, or who the panel chair would like to bonk, or who kisses up to the recruitment consultant.  We expect our organisations to actually be diverse and live up to the promise of employer branding, not simply talk about it using empty rhetoric.

There is a wonderful old saying that can be directly applied to recruitment: you can put as many candles as you like into a pile of crap and it still doesn’t make it a birthday cake.  Our being positive about recruitment won’t make it so.  It’s only by saying that it is broken that we can truly think about how it can be fixed.

* One thing that recruiters hate more than anything else is jobseekers applying for jobs where they don’t have the skills, knowledge or experience, or conversely, too much of it.  It throws the process into chaos!  The internet has highlighted this “deficiency” and many recruiters complain about being swamped by online applications from people who they consider unsuitable.

** Many organisations are risk averse and perceive (and treat) recruitment as a  major risk management operation.

Advertisements

4 Responses

Subscribe to comments with RSS.

  1. Hello, just wondering if this blog is still operating? I used to follow you on twitter but seen no recent tweets…

    regards

    al.

    Allan Waldron

    January 12, 2010 at 9:34 am

    • Hi there Al. The blog is still operating, it’s just that I haven’t had time to add anything to it (or the site, or Twitter, or Facebook..). I’m teaching full-time (which is great), but now have an overflowing plate!

      evenitup

      January 12, 2010 at 5:12 pm

  2. It’s unfortunate that many organisations still treat recruitment as an interruption to their day to day business operations and that the human resource function is seen as a low importance function within a business. This is part of the cause of businesses terrible recruitment and selection practices. Until more businesses consider talent management as as critical to their success sadly I doubt we will see improvement in the recruitment practices of organisations – and the treatment of jobseekers. It all starts at the top and unfortunately many CEOs/MDs don’t consider HR to be a significant enough issue within a business.

    Bek

    September 27, 2009 at 5:41 pm

    • Couldn’t agree more! It is a leadership issue, and unless the leader takes it seriously – as seriously as they do their brand – things won’t change. I always say that marketing (in which all businesses should be investing) consists of 5 Ps: the usual Product, Price, Place, Promotion. The fifth P is People. You don’t have a business without them!

      evenitup

      September 27, 2009 at 10:07 pm


Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s

%d bloggers like this: