The unprofessional Recruitment process is a bane for the industry
A few habits of Recruitment are destroying making the industry's fragile
Recruiting is Multiverse:
You, need to start billing that’s why you are aligning a Front-end engineer. But, what is the function of the guy? What roles and responsivities will he play?
Nothing is clear to you.
most common steps followed by Hiring managers:
- First Hiring Manager will order anyone in his or her vicinity to create a JD.
- As the recruitment is not clear, He will put everything in Job Description(JD).
- Next, he will start hiring for Superman Engineer or Batman Scientist, or Aquaman Analyst.
- As expected He won’t get anyone and end up with a random person; who is in need of a job very desperately.
- Now, the actual process will start: Assigning a Data entry job to a Data scientist guy or the same way.
You, are hiring a plumber when you need a farmer to grow weeds in your backyard. WTF!
In, the end the guy will be frustrated, and will leave the organization; the Client will feel distressed and he will also flee away.
As, eventually the Performace indicator will be RED for the verticle/horizontal / department AND the manager will fire his least favorite guy(definitely, based on gender, race, and many other parameters.)
Non-Domain recruiters:
A recruiter who is not from the same domain starts random hiring what happens next :
Command + F or Ctrl + F and start finding keywords; If she thinks the resume is not able to be perceived by him or her; simply drop the candidatures.
The Worst Way to do Candidature Drain and keep the interview in an infinite loop.
No clear requirement:
“Oh! Yeah! we got one client. Now, search for an Asshole and get him aligned in any way.” — — Worst practices theories of most hiring managers and recruiters.
Showing candidates and starting billing is the first thing that majority consultancies have done a lot.
Consequence: The majority of service and solutions-providing organizations suffer to get Quality candidates and quality clients as well. Cause, the majority of the companies were their clients. They understood the nasty game and built their own team, instead of outsourcing.
Gapo-Phobia and Frequency-Phobia:
It’s a newly born disease of recruiters and hiring managers. But what is it exactly?
Why are you having gaps?????
Most commonly asked questions, definitely many people have faced that in some way.
It doesn't matter what answer the candidate will give it will suffice enough. Then why?
Simple! Just discriminating against the candidate in the Industry created synthetic pressure to negotiate the salary to get employees at a cheaper price.
Ton’s of such questions they also ask:
Why did you change frequently?
Hmmm! you are having instability.
Then why the heck are you guys calling? Tons of my known, working in industry suffers due to these disgusting questions of recruiters whenever they need to change
I believe in one simple logic:
“You need the job to be done; I need money in return.”Simple! Sorted! No reason to give! No point to justify.
Aligning the wrong interviewer:
Many times, during the interview process intern guys are taking interviews of Technical leads, and Architects.
One thing happened in my past few years back, which was a remarkable interview still nowadays I can’t stop laughing at it.
The recruiter was an accountant of the organization and took my Data Science interview. He was using Google to ask questions but, was not able to perceive my answers. I caught him immediately and he confessed after completion of the interview. Yeah! I had to put some bricks on my head for that.
What the fuck was that!
Cause, there was none to take the interview.
Don’t make interview process as a joke
Giving time and space to the candidate won't send you(the interviewer) to a different galaxy:
“Do you have any questions for me? “
The best question to ask the interviewee or the candidate during interview participation is at the end.
Shooting tons of questions might not help all the time to assess a candidature’s competency.❓
Listening is the key skill of an interviewer, hiring managers, and recruiters. 🔑
If the Interviewer needs more than 30 mins Then he or she should be removed from the interview panel immediately:
Making 2 hours to 2:30 hours interview doesn’t make sense.
If someone needs a candidate to act like a jocker for 1 hour. Then this is called the filthy shithole of interviews.
The inferiority complex of the hiring department:
Many times HR, recruiter, or hiring manager starts to compare his or her salary or compensation with a newly hired guy and feels internal distress and that leads to again nepotism. Tons of I have seen and had to face such things as: “Order from VP, VC, and C-suite executives to clear the interview at any cost with no zero complaints.” This kind of exploitation results in the Talent drain and ends up hiring a junkie who is not capable to do needful as per the role and designation he or she was hired for.
Corporate culture has been fucked up many years ago. Now, waiting for THE END.
