Striking a Balance: “A Plea to Prioritise Candidate Experience”

Dear Hiring Managers,

We know you have earned this position through years of dedication and diligence.

However we want to appeal to you to make recruitment seamless, efficient and rewarding (Gosh! I am tired).

There are many jobs pending on your desk and we are pleading with you not to ghost recruiting firms if you are not ready to hire for such positions.

If there are internal candidates, please be strategic enough to work with existing employees before inviting consulting companies to come on board.

Don’t start at all if you have people already pegged for such openings. We can’t start and then you ask us to put a hold on it.

It is so sad that we put unnecessary burden on both applicants and the recruiting firms to keep on exerting effort and commiting time to what would eventually turn out to be a wild goose chase.

Some applicants don’t even have the funds to come for these interviews and would have gone all out to borrow money for transport or buy clothings thinking if they get the job, they would pay up but then through your inaction, you make their dream unrealizable.

Please don’t make recruiting process unending with several twists and drama.

Don’t ask us to look for candidates with a certain profile and then, bring up fresh and impractical attributes and skillsets halfway through the process.

Don’t keep matching salary with previous pay without factoring in “quantifiable experience” for the underpaid-candidates unfortunate enough to start with struggling organizations that are trying their best in this harsh economic times. Let’s pay for the value addition they would be bringing on board.

Don’t ask us to get Head of Finance that must have: “ICAN or ACCA” with 10 years experience and pay N300,000 monthly gross salary. (Where can we find such).

Don’t expect candidates to tick all the boxes, please try to make room for subjectability as there is no science to Hiring.

Think back to the moment when someone took a chance on you and spoke on your behalf.

Please speak to management that most candidates are exhausted with the long interview stages.

Work on your internal process and get them ready to meet candidates within 2 weeks. It can be done.

You can Set up a time schedule and get their commitments before starting out.

Yes, recruiting can be more efficient.
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