The hiring process

A hiring process in a company may be something like this: Screen resume, conduct tests, conduct interviews, check references, make offer.

It’s an exhaustive process and most recruiters do a thorough check on candidates. You want to be careful about the people you take on board right? Fine with me.

What is this process for? Partially to ensure that the candidate is really what he/she is claiming to be and to figure out if the candidate is right for the job.

So why then is the hiring process one-sided? Companies expect you to tell the truth about what you’ve done, which is the right thing to expect. Why don’t companies tell you the truth about themselves?

Would it hurt them if they said, “Hey, the guy you’re working for, he’s a pain in the rear end.”

Of course it would. That’s why they won’t tell you. And by the time you find out, you either look for another job or accept the situation. Training wasted or disgruntled employee, both not good for the company.

What would happen if a company lets short-listed candidates talk to their team members before they join? And what if team members have a say in who is finally picked?

Candidates would make sure that they voice their concerns and team members would know if a person would fit into their team. After all, they won’t pick someone who is a misfit because they are now responsible. (This is not my idea by the way, it’s done in Semco, a Brazilian company, and it works just great. Yes, they’re a profit-making company.)

Yes, some people would get scared away. Isn’t it better that this happens before they join than after?

And won’t the people who do join have a clearer idea about what they’re getting into?

But this will take a lot of time, you say.

Yes, it will take time. However, you’ll get the people you want and the people that want you and that will be better for your company.

Ask Semco’s Ricardo Semler, he’ll tell you.

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