Blogs

The Black Hole

At the last JobLink meeting (March 6), recruiters and job seekers discussed the “recruiting black hole” – identifying factors influencing it, and how it impacts employer branding.

This topic sparked interest and discussions outside of the meeting.   I am sharing some points from the discussion, as other HR professionals may want to continue the dialog.   Let us know if you agree or disagree with the points raised.

Articles on the topic:

Why the Job Search Is Like 'Throwing Paper Airplanes into the Galaxy' - Knowledge@Wharton: http://bit.ly/xNpVXR

Source of Hire Survey: Big Jump in Outside Hiring in 2011 http://www.ere.net/2012/02/20/source-of-hire-survey-big-jump-in-outside-hiring-in-2011/

Recruiting Leaders Say Social Media Influences Their Hires http://www.ere.net/2012/02/21/recruiting-leaders-say-social-media-influences-their-hires/

The HR Black Hole: Five Ways You Can Fix It

http://resources.dice.com/report/hr-black-hole-five-ways-to-fix/

Notes from the discussion:

What is the Black Hole?

In essence

• Candidates submit an application but there is no response
• Candidates call the recruiter, leave messages, but there is no response
• Candidates that are interviewed (phone screens and in person), hear nothing more

The discussion in a room of HR professionals including recruiters indicated that they do not expect to hear back after submitting an application, and when they do they are impressed. Also, most people had experienced no feedback after an interview, although the recruiters made every effort to make sure this happens. 

What impression does the Black Hole make?

1. On candidates –
   • Feel that the company does not care
   • Confused or frustrated, especially if they feel they meet all the desired criteria
   • Disappointed or angry, especially if someone has spoken to them and indicated they would hear back.

2. On potential candidates –

   • The job seeker and professional networks are rampant with discussion about which companies have treated you well, which (3rd party) recruiters are “genuine” and have real jobs, and which companies don’t seem to have their act together (no decisions, reposting, don’t follow through, vague ads, etc.)
3. On employer brand –
   
   • Employers use phrases like “people are our most important asset” or “integrity is a core value and drives all our actions”. Potential candidates are concerned when actions do not match rhetoric. 
   • HR people in a job search are highly aware of the damage to the employer brand.  Many are shocked to be treated the way they are.  As a group, they are very aware of their desire for cultural fit – to find organizations whose values match their own.

Why does the Black Hole happen?

1. Volume.  With technology and user friendly systems, applying has become relatively easy.  It attracts high volumes of unqualified applicants.
2. Systems and processes.  When the ATS systems were created, then job market was different, and processes may have been established to cope with lower quantities.
3. Time.  Recruiters may have a high volume of open positions to fill, and the pressure is on to get the new employee on board, and the candidates identified for the next open position. 
4. Decision making.  During the interview process, sometimes the criteria for selection may change – adding new desired skills/experiences, or reassessing priorities.  An example is the afterthought that it would be really great if the candidate was bilinqual. The recruiter is not always kept in the loop when a decision is pending, for example when considering if this is the right time to fill it based on recent or anticipated events, such as an acquisition.

What can HR/Recruiters do to help address this?

1. Better definition of the requirements in the job ad can reduce the number of “qualified” candidates, and allow for more careful selection.
2. Checking that automated messages are actually being sent, and that the message is appropriate.
3. Faster decisions from hiring managers.
4. Revisit existing processes to see if they match the current goals and challenges.
5. Follow up with everyone interviewed

What can candidates do to navigate through successfully?

1. Most recruiters have identified potential candidates prior to the position being posted, so network aggressively in companies where your skills are a good fit and may be in demand.
2. Apply only for positions where you have a close skill set, and your resume naturally includes key words the recruiters will search for.
3. Identify people you know in the organization who will submit your resume as a referral. (in most companies 100% of referrals are looked at). 
4. Ask someone in the company to hand deliver your resume to the hiring manager (the decision maker)

If you don’t hear anything after applying:

1. Recruiters, in general, do not like calls simply checking that the application was received.
2. 3rd party recruiters will call you if they are interested in learning more. Often their ads are very vague to protect the identity of their client - you have no idea if you have that X factor their client is looking for.
3. Find out who the hiring manager is – try the direct approach.

If you don’t hear anything after an interview:

1. The last question at an interview should always be about next steps.  Follow this lead on timing.  Contact both the recruiter and the interviewers unless otherwise indicated.
2. Immediately send thank you note to the recruiter and interviewer by email.  Follow up with a snail mail note if appropriate (will snail mail reach the person or sit in a mail slot?)
3. After a time, no news is bad news.  Accept and move on.

What will you do differently? …. as a job seeker, as a HR professional, as a recruiter?