By David Rose
When participating in an interview process, following directions and completing procedural tasks (e.g. applications, assessments, background verification forms) in a timely manner demonstrate general competence, a commitment to the process, and a validation of interest. While arduous, these hurdles are designed by the company to refine a focus on candidates who are qualified and interested.
Qualified doesn’t always mean interested in a changing job market.
Companies design hiring processes to screen out people. They try to narrow a talent pool to a manageable number. This system works well when there is a stream of people interested in the company vying for a limited number of positions. It’s worth noting, companies should identify top candidates from multiple streams (or recruiting channels) before refining a talent pool. Doing so ensures a fair process for all, and increases the probability of hiring the best overall candidate.
When the companies are desirable (think Google, Amazon, Facebook), they have no problem generating applicant flow. This dynamic provides companies with and advantage. The candidate has already expressed an interest in the company. The company must only determine if the candidate is qualified.
When the balance in the market shifts, and candidates have more options, there is less certainty for companies. They cannot neglect the candidate experience, they cannot extend interview processes, and they cannot offer less than stellar compensation packages because top candidates are interested in many companies, not just the one calling.
Astute candidates know they’re qualified. They’re just not that interested in your company.
Candidates have become more selective. They have many options, and they’re not impressed with promises of possibilities. They want a clear path, and they want to work for companies that value them beyond their job responsibilities.
There is a great need to rethink how companies and candidates come together. Candidates have discovered they have a say in how they navigate their careers. A traditional career path, it turns out, isn’t the only option for finding success. Companies recognize people are the foundation of any great business. Until now, companies have expected individuals to adapt. Today, individuals expect companies to adapt. If companies don’t modify how they hire, candidates may not have an interest, even if they’re qualified.