Building Barriers to Apply

Posted on March 13, 2008
Filed Under Advertising Mistakes, Nevada Attraction - Recruitment Tips, War for Talent |

Why do we make it so hard for qualified candidates to apply?

Some HR professionals seem to think that this is the biggest ‘Employers Market’ since the early 1990s. And with unemployment levels creeping up to 6%, I would agree with them. But this does not mean that we can fall back on the old school mentalities that often get us in trouble.

Remember the days when we ran ‘personnel’ departments? And when we needed to fill a job requisition we simply placed an ad in the newspaper, fielded hundreds of qualified applications to select the ten best candidates and then forward them on to the hiring manager?

Well, as much as it may feel like those days are returning right now, they are not. This is just a short-term spike in supply for Nevada. It is when the HR dept. believes they should be an application screening department and not a recruitment department, that trouble begins.

As human resource professionals (and recruiters), we need to break down the barriers - not build onto them. Not accepting phone calls, direct e-mails, faxes, etc. is a deterrent to the job-seeker. Really, how difficult is it to call a candidate back and talk to them?

I want to share an experience/example. At Recruiting Nevada, we operate the trailing spouse program for the Clark County School District and many of the Las Vegas hospitals. We developed this program to assist the family members of critical need areas (nurses and teachers) in finding meaningful and gainful employment. It hugely assists in both recruitment and retention.

I am very passionate about this program and personally monitor the candidates (trailing family members) coming through it. I will look at their resume and many times forward it on with a personal message to employers (outside of those that already received it) that I feel are in need of that particular skill set.

I received a resume from a trailing spouse of a teacher. This gentleman had skills in another critical need area (which actually happens frequently). He is an experienced police officer. And to my knowledge, there is an acute shortage in this area as well. I decided I would forward this on to some of the municipalities and other organizations with jobs for police officers in Las Vegas. Below is an e-mail I received back from one group that I know has an ongoing need (and critical shortage) of police officers:

Your e-mail to XXXXXX was forwarded to me for response. We currently have a running recruitment on our website for Police Officer which explains the application process, testing dates, requirements, etc. We do not accept resumes as application for a position; only our application which is also on line for positions that are open. Please advise all interested applicants that they can go to our website: XXXXXX.com and access the employment opportunities to apply for positions at XXXXX.

Now, mind you, I will go above the call of duty for a client and will facilitate their communications with prospective applicants This particular agency is not a client. And as much as I thought I was doing them a favor (as well as the trailing spouse and the school district), the agency wanted to put the burden of communicating with the candidate back on me.

When I visited their website I left in frustration because there was not an easy process. Every barrier that could possible be built was. What this says to a jobseeker is “Keep Out” - we do not value you.