From Business Week: "The worst part about effectively useless corporate recruiting is the notion that the best-qualified candidate for a job is the one willing to climb over the most piles of broken glass to get the job. No wonder hiring managers take a person who is more likely to be the most-compliant—rather than the most-talented—candidate. We could call this person the Last Candidate Standing. The whole encrusted recruiting process makes it easy for organizations to hire drones, and it makes it hard for them to hire the brilliant and complex people they need to solve their problems."
Here are six ways that recruiting processes conspire to keep great people out:
- Compose job descriptions that list tasks + qualifications the ideal candidate must possess. Don’t talk about the mission.
- Write a job description that insults the reader from the start. Make sure the tone is such that readers know your company rules the roost—and that he or she will be lucky to get a word in reply.
- Send interested applicants to a horrendously slow-moving and tedious recruiting website and require them to spend two hours or so filling out forms and uploading documents. For extra points, blow up the application two or three times while candidates are working on submissions.
- Throw screening tests and extra requirements at candidates throughout the process, just to keep them guessing.
- Take weeks or months to get back to people to schedule job interviews.
- Leave candidates in the dark while you prepare low-ball offers, and then send the offers via e-mail with a message that says “We must receive your acceptance within 12 hours, or this offer will be null and void.”