Recruiters have to stop rewarding good interviewing skills

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A 2013 Gallup poll revealed that worldwide, a mere 13% of employees are engaged at work. It’s no wonder we’re seeing far more job hoppers now than in the “good ol’ days” of long tenured employees. When talent is not satisfied, recognized or compensated fairly, they’ll leave; especially if they are quality talent who knows their worth.

HR expert and frequent Recruiter.com contributor, Kazim Ladimeji contends that job hoppers actually posses some unique traits that make them valuable in business:

• Adaptability

• Ambition

• Ability to take risks

The Wild Social Media Profile
Recruiters should probably stop taking social stalking so far. A wild or unprofessional Twitter luxembourg phone number resource or Facebook does not indicate the type of worker a person is, what hard skills they possess or assess their cultural fit. If they’re toking it up in their LinkedIn profile picture, that’s probably where they can draw a line.

A Staff.com infographic indicates that one out of three employers have rejected candidates based on something they found on social profiles. That seems like a lot of rejection based off of information that has nothing to do with the candidates’ professional lives.

The Bad Interview
for the simple reason that they aren’t hiring based off of interviewing skills! If a great resume, their knowledge of the company history and the ability to carry on small talk are the three main performance objectives for the position, then, by all means, the great interviewer is perfect.

I realize that recruiters have to fly through the stack of resumes in the most efficient and effective way possible in order to reach deadlines and keep productivity going. That can mean that some pretty great talent is winding up in the “send rejection letter” pile when they really shouldn’t be there. When recruiters focus on what really matters, which is finding that cozy spot between skill and cultural fit, that’s where great matches are made.