{"id":9974,"date":"2017-10-31T12:20:16","date_gmt":"2017-10-31T09:20:16","guid":{"rendered":"https:\/\/www.ibtdi.com\/?p=9974"},"modified":"2017-10-31T12:20:17","modified_gmt":"2017-10-31T09:20:17","slug":"%d9%83%d9%8a%d9%81-%d8%aa%d8%ac%d8%b9%d9%84-%d8%a7%d9%84%d8%aa%d9%88%d8%b8%d9%8a%d9%81-%d9%83%d8%a7%d8%a8%d9%88%d8%b3%d8%a7%d9%8b-%d9%85%d8%b2%d8%b9%d8%ac%d8%a7%d9%8b-%d9%84%d9%84%d8%a8%d8%a7%d8%ad","status":"publish","type":"post","link":"https:\/\/www.ibtdi.com\/en\/%d9%83%d9%8a%d9%81-%d8%aa%d8%ac%d8%b9%d9%84-%d8%a7%d9%84%d8%aa%d9%88%d8%b8%d9%8a%d9%81-%d9%83%d8%a7%d8%a8%d9%88%d8%b3%d8%a7%d9%8b-%d9%85%d8%b2%d8%b9%d8%ac%d8%a7%d9%8b-%d9%84%d9%84%d8%a8%d8%a7%d8%ad\/","title":{"rendered":"How to Make the Hiring Process a Nightmare for Job Seekers"},"content":{"rendered":"

\"Related<\/a><\/p>\n

 <\/p>\n

Why has hiring become so tedious?<\/span><\/p>\n

When it comes to the human side of business, what matters more than hiring? Without good employees, even the best strategy <\/span><\/p>\n

you put into action won\u2019t work. Yet most companies\u2019 hiring processes ignore this reality. At some companies, the system is so exhausting and narrow-minded that <\/span><\/p>\n

only an exceptionally patient person who can adapt to any situation and endure any hardship can make it through the hiring process and succeed.<\/span><\/p>\n

The list of complaints from both HR staff and job seekers is long. The hiring process takes a long time, and hiring managers wait <\/span><\/p>\n

for the right candidate, while job seekers wait for any response from them. The hiring process is very slow and mechanical.<\/span><\/p>\n

\u0625\u0644\u064a\u0643 Nine things that make job seekers frustrated with the hiring process<\/a><\/span><\/p>\n

.<\/p>\n

1. They don\u2019t know what they want<\/strong><\/span><\/h2>\n

Roles open up when workloads increase or an employee leaves the company. The team quickly throws together a job ad and publishes it in the <\/span><\/p>\n

newspaper, without taking the time to look at the current team and ask how best to use its strengths when bringing someone new onto the team.<\/span><\/p>\n

They start interviewing candidates before everyone on the team has agreed on the requirements for the next person to fill the role.<\/span><\/p>\n

The earliest stage of hiring is called \u201ccreating the role.\u201d It means writing a job description\u2014and this is the biggest challenge for employees. How can they overcome it? <\/span><\/p>\n

The best role-creation process asks what underlying issue led the employee to leave or the role to become vacant, and whether the position needs to be filled at all.<\/span><\/p>\n

.<\/p>\n

2. They write poor job ads<\/strong><\/span><\/h2>\n

Have you read a job ad recently? Most are awful: they give us one line about the company, then drown us in dozens of requirements for the person filling<\/span><\/p>\n

\u2026the job. This makes it impossible to attract the talent you really need. Companies should use job ads more strategically, explaining <\/span><\/p>\n

why a smart person would want to work for them. They can describe a typical workday and let readers see how the role could improve their career <\/span><\/p>\n

path. That way, you market your company instead of simply looking for an employee.<\/span><\/p>\n

.<\/p>\n

3. They ignore their networks<\/strong><\/span><\/h2>\n

If you need a carpenter or a blacksmith, the first thing you do is ask a friend or acquaintance, right? Companies forget that their employees have friends and professional <\/span><\/p>\n

networks. When they need to hire someone, they send the job ad to major classified newspapers or job websites\u2014without even <\/span><\/p>\n

telling their employees about the vacancy. They also fail to make use of the people they previously interviewed but didn\u2019t hire. <\/span><\/p>\n

\u2026to find a job. Companies should make better use of these channels before considering placing a job ad in the media.<\/span><\/p>\n

.
\n <\/span>
\n 4. They let excellent candidates slip through the cracks.<\/strong><\/span><\/h2>\n

It\u2019s easy for a hiring manager or HR manager to receive large stacks of r\u00e9sum\u00e9s, whether in print or electronically, <\/span><\/p>\n

But they overlook the fact that a large pile of r\u00e9sum\u00e9s doesn\u2019t guarantee a successful hiring process. A large number of polished-looking r\u00e9sum\u00e9s can indicate that <\/span><\/p>\n

people who look great on paper but are completely different in person. Some well-qualified candidates may even accept <\/span><\/p>\n

another job while waiting to hear from companies. The longer you take to contact suitable candidates and bring them from paper to life, the more likely you are to <\/span><\/p>\n

lose the best candidate for the job.<\/span><\/p>\n

.<\/p>\n

5. They put us through ridiculous stages.<\/strong><\/span><\/h2>\n

Stupid hiring processes include steps that screen out candidates for trivial reasons. For example, an HR manager might say, \u201cI want someone who really wants to work\u201d <\/span><\/p>\n

\u201cfor the company.\u201d So, after a phone interview, I ask the candidate why they specifically want to work for the company. If their answer isn\u2019t <\/span><\/p>\n

convincing enough, the hiring manager apologizes and removes them from consideration.<\/span><\/p>\n

In other words, screening candidates based on one vague question is deeply unfair and means losing many good candidates who may not express themselves well when answering that<\/span><\/p>\n

question, and therefore lose the job.<\/span><\/p>\n

.<\/p>\n

6. They neglect to design smart hiring stages.<\/strong><\/span><\/h2>\n

Not every step in the hiring process is bad; some can be great when used wisely.<\/span><\/p>\n

Here\u2019s an example of a job ad for a newspaper. It says, \u201cRead the latest issue of the newspaper. We don\u2019t need your r\u00e9sum\u00e9, but what we\u2019d really like to hear from you is a brief explanation of how you think our newspaper could become stronger.\u201d <\/span><\/p>\n

Notice that they don\u2019t ask for a r\u00e9sum\u00e9. This breaks with the traditional approach to job ads, which typically ask for your r\u00e9sum\u00e9 first.<\/span><\/p>\n

Some websites advertise programming jobs the way programmers think: they include specific equations and code that you can run to discover the details of the ad. In doing so,<\/span><\/p>\n

they make a clever move that adds a lot to their ads, while also screening out completely unsuitable candidates from the earliest stages instead of receiving hundreds or thousands of applications.<\/span><\/p>\n

The best job ads specify the required skills precisely. For example, if a company needs an accountant, it\u2019s best to name the accounting software and version in the ad.<\/span><\/p>\n

.<\/p>\n

7. They make skills requirements so high they defy reason.<\/strong><\/span><\/h2>\n

\u0627\u0641\u0636\u0644 \u0627\u0639\u0644\u0627\u0646\u0627\u062a \u0627\u0644\u062a\u0648\u0638\u064a\u0641 \u062a\u0644\u0643 \u0627\u0644\u062a\u064a \u062a\u062d\u062f\u062f \u0627\u0644\u0645\u0647\u0627\u0631\u0627\u062a \u0628\u0627\u0644\u0636\u0628\u0637 \u060c \u0645\u062b\u0644\u0627 \u062a\u062d\u062a\u0627\u062c \u0634\u0631\u0643\u0629 \u0644\u0645\u062d\u0627\u0633\u0628 \u060c \u0641\u0627\u0644\u0623\u0641\u0636\u0644 \u0627\u0646 \u062a\u062d\u062f\u062f \u0627\u0633\u0645 \u0627\u0644\u0628\u0631\u0646\u0627\u0645\u062c \u0627\u0644\u0645\u062d\u0627\u0633\u0628\u064a \u0648 \u0625\u0635\u062f\u0627\u0631\u0647 \u0641\u064a \u0646\u0635<\/span><\/p>\n

Advertising\u2014and this is where advertising efforts should focus on the right candidate. For example, it makes no sense to ask for someone who can use every accounting program. That won\u2019t\u2026 <\/span><\/p>\n

\u062a\u062d\u062a\u0627\u062c \u0644\u0643\u0644 \u0647\u0630\u0627<\/span><\/p>\n

\u0632<\/p>\n

8. They conduct interviews ineffectively.<\/strong><\/span><\/h2>\n

Human resources manager training always says not to talk more than the candidate, but what happens is that the interviewer starts talking and continues until the end of the interview without\u2026 <\/span><\/p>\n

\u2026learning anything important about the candidate sitting across from them. They ask some terrible questions, such as, \u201cWhere do you see yourself in five years?\u201d It\u2019s a reasonable question about ambition\u2026 <\/span><\/p>\n

\u2026but can you guarantee that, if they\u2019re a great employee, they\u2019ll stay with the company for five years, take over your current position, and then leave the company? They don\u2019t\u2026 <\/span><\/p>\n

\u2026prepare their questions, and often don\u2019t even read the r\u00e9sum\u00e9 sent to them.<\/span><\/p>\n

.<\/p>\n

9. They don\u2019t understand candidates\u2019 needs.<\/strong><\/span><\/h2>\n

To compete in the twenty-first century, you can\u2019t hire someone who will become a burden on the company. Talented people want to be sold\u2026 <\/span><\/p>\n

The company, just like its customers, won\u2019t improve salary quality by putting up high barriers for job seekers. But marketing and selling job opportunities to talented people <\/span><\/p>\n

will do that.<\/span><\/p>","protected":false},"excerpt":{"rendered":"

  \u0644\u0645\u0627\u0630\u0627 \u0627\u0635\u0628\u062d \u0627\u0644\u062a\u0648\u0638\u064a\u0641 \u0623\u0645\u0631\u0627\u064b \u0645\u0645\u0644\u0627\u064b \u061f \u0639\u0646\u062f\u0645\u0627 \u064a\u062a\u0639\u0644\u0642 \u0627\u0644\u0623\u0645\u0631 \u0628\u0627\u0644\u062c\u0627\u0646\u0628 \u0627\u0644\u0628\u0634\u0631\u064a \u0641\u064a \u0639\u0627\u0644\u0645 \u0627\u0644\u0623\u0639\u0645\u0627\u0644 \u060c \u0645\u0627 \u0647\u0648 \u0623\u0647\u0645 \u0645\u0646 \u0627\u0644\u062a\u0648\u0638\u064a\u0641 \u061f \u0625\u0646 \u0644\u0645 \u064a\u0643\u0646 \u0644\u062f\u064a\u0643 [\u2026]<\/span><\/p>\n","protected":false},"author":3,"featured_media":10024,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_ibtdi_aa_focus_keyword":"","_ibtdi_aa_secondary_keywords":"","_ibtdi_aa_audience":"","_ibtdi_aa_tone":"","_ibtdi_aa_summary":"","_ibtdi_aa_reviewer_name":"","_ibtdi_aa_reviewer_bio":"","_ibtdi_aa_reviewer_url":"","_ibtdi_aa_reviewed_date":"","_ibtdi_aa_service_id":"","_ibtdi_aa_related_ids":"","_ibtdi_aa_human_reviewed":"","_ibtdi_aa_disable":"","_ibtdi_aa_disable_links":"","_ibtdi_aa_sources":"","_ibtdi_aa_update_notes":"","footnotes":""},"categories":[491],"tags":[13994,1076,442,4185,785,1829],"class_list":["post-9974","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-491","tag-13994","tag-1076","tag-442","tag-4185","tag-785","tag-1829"],"_links":{"self":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/posts\/9974","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/comments?post=9974"}],"version-history":[{"count":0,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/posts\/9974\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/media\/10024"}],"wp:attachment":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/media?parent=9974"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/categories?post=9974"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/tags?post=9974"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}