An experiment on recruitment seriousness

Really cool idea and in my favorite future fashion store (https://gammagamification.wordpress.com/2013/07/30/how-i-imagine-my-favorite-future-fashion-store/) or in any other company I would found I think of empowering employees to react at least in the second way (“The accessible office”). I want to call candidates that I applied and ask them when they want to have a coffee with me in their/my city. If we both are required to find out quickly if we should rather sign a contract or let it be I would offer a 3 months-long, fully paid (with the later salary) internship to find out if we match. If we are not required to sign the contract instantly, I would meet again after 2-4 weeks and talk again, this time showing the office and some cool projects, too and offering an internship if I am not 100% sure by this time.
I think what companies really need to change is this bizarre “Don’t call us, we call you”-thing that does not match with their “Oh my god we have so many jobs to offer and we do not find any good candidate”-attitude. Either a company is search for new employees and really want to employ someone or the company is just trying to occupy HR and dreaming about the perfect employee they might employ. If they did not annoy him/her already in the application process…
Thank you very much for this great post, Daniel!
May the force be with you,
Chris

Schneide Blog

Most software development companies in our area are desperately searching for additional software developers to employ. The pressure rose until two remarkable recruiting tools were installed. At first, every tram car in town was plastered with advertisement shouting “we search developers” as the only message. These advertisement have a embarrassing low average appeal to the target audience, so the second tool was a considerable bonus for every developer that was recruited by recommendation. This was soon called the “headhunter’s reward” and laughed upon.

Testing the prospects

The sad thing isn’t the current desperation in the local recruitment efforts, it’s the actual implementation of the whole process. Let’s imagine for a moment that a capable software developer from another town arrives at our train station, enters a tram and takes the advertisement serious. He discovers that the company in question is nearby and decides to pay them a visit – right…

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