In an economic downturn recruiting becomes doubly challenging. For, companies have little resources to spare while the demand and desperateness to survive increase creating a grossly -skewed demand-supply equation. Thus, it is important that corporates design their recruiting strategy in a way that helps them stay afloat even when the environment conspires against them.
- Recruiting against time
- Recruiting on the basis of the resume rather than the person presenting the resume
- Recruiting purely on the basis of job description
Apart from recruiting in a hurry, recruiting managers also need to stay wary of "resume recruiting" and make a deliberate attempt to assess people on what they see and not what they "read". Resumes can be extremely misleading, since most times they are not written by the person himself but by some "resume management" consultant! Achievements are exaggerated beyond comprehension to create an impression that often manages to do its job well! Such misleading resumes play havoc with organisation's talent pool and only pollute it if anything.
Evading the trap
- A recruiting protocol that lists the procedure and practices for effective recruiting
- Encourage cross-training within the organisation
- Create candidate-screening rules applicable across the company
- Build behaviour-based interview models
- Create a decision -making template that gives relevant weightage to important parameters in the decision -making process