The top 7 things hiring managers need to change

Let me begin by saying that there are many common practices in the recruiting and hiring process that waste time, energy and are not needed. Let me also say that I have been hiring and interviewing for over 15 years in almost every industry and many of these things I refuse to do–because they are unnecessary and foolish.

So here we go. Free advice from an HR pro.

  1. Maximum 2 interviews. Anything more should be compensated.

I came out swinging but I am serious... If you want candidates to meet with more people from the company, make sure those people are in the first interview. If you want them to prove their skills with a specific software, ask them to show you...in the first interview.

For each candidate, the interview process–from start to finish–can take upwards of 15 hours from resume prep to interviewing and follow-ups. That is excessive. And when you are doing this to ten or more candidates per job, it's just wrong. So, let's figure out how to make choices and get clear on what we are looking for. Otherwise you should be paying people for their time.

2. If you have an internal candidate - maybe don't post that job?

FOR CRYING OUT LOUD. You have a strong candidate for a role. They have been a loyal and hardworking employee and have been waiting for this promotion. So I mean the obvious thing to do would be to....post the job publicly? Interview people and trick them into thinking they have a chance? Waste hundreds of hours. No ma'am. You will lose that awesome employee in the process.

3. Good Human Resources is good Public Relations.

Hey HR people. Want to maybe call people and let them know they didn't get it?

That person who was the second-best candidate? Maybe add them to a special list and follow up with THEM to make sure they know when you post a similar role in the future?

Candidates have social media. They talk about their garbage job application experiences. Watch yourself or you may not only lose out on that candidate but all the other qualified people in their network.

4. It is called a portfolio - look at it.

I am more than done with projects, mapping out a social media strategy, designing a website, walking my dog. This is called unpaid labour. This should be illegal.

If you are hiring a creative (yes marketing is creative) then ask them for their portfolio. Stop asking them to do work for you.

5. Pay Transparency.

If you are not telling candidates what they are being compensated right in the job posting then either your huge equity and inclusion policy is a sham or you don't know what you are doing as a company. Pay Transparency is one of the quickest ways to help close the wage gap for women and under-represented communities.

Both are a bad look. Maybe fix that.

5b. This does not count as Pay Transparency.

$40K to $1ooK. That is not a range. That is LAZY. That means you have no idea what you need and you should just not. Just don't. Want to know more about pay transparency you can read this.

6. Do not ask for their current boss to be a reference. They don't want to give you the name–they are leaving for a reason.

You don't need it. You are being heavy-handed and there are dozens of other ways you can get a read on someone other than putting their current job at risk.

7. Create a one sheet of all the things that people are afraid to ask in an interview.

Make a one-pager with all the vacation time, benefits, expectations for in-office work, flexibility, investment in personal development, and growth. All the things. Paternity leave top up. Mandatory beach days. All of it.

Better yet, you can put it on your website. Transparency is key when you are starting a new relationship and it is really easy for companies to be transparent.

Author:

Allison Venditti is an HR professional, former recruiter turned employee advocate, pay transparency supporter, and gravitates towards D&D, Star Wars, and graphic novels.

She has spent a decade representing employers in salary negotiations and another decade representing women looking to raise their salaries.

In 2021 she supported her clients in earning over 2 million dollars in additional salary increases. No this does not include equity, benefits, vacation, or signing bonus. Those are just standard perks of getting salary negotiation support.

Want to work with me? Work with us? Contact – Moms at Work (thisismomsatwork.com)

Join me over on instagram and of course on linkedin

Allison Venditti

Career Coach, HR Expert, salary negotiation whisperer, pay transparency and equity advocate. Founder of Moms at Work, Canada's largest organization committed to helping women earn more money, land better jobs and build community. Allison was named The Globe and Mail Report on Business Top 50 Changemakers 2022, is a regular speaker and media expert with over 100 interviews in 2021.

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