I’m not a job seeker. I love writing and consulting. Been there and done it with the hiring process. Which means I know a lot about the hiring process too. Was hired to select a location for a New York office for a start up “social website”, as well as discover what else would be required to staff it and open it. That, to me, meant concise hiring requirements (for others to execute).
The office part was easy. I like “art deco” buildings, so I found one. I had a huge concern that a stupid employee application form or a flawed hiring process would give the company a “black eye” all over the “Web”. First decision was easy: only two individuals from the company will be involved; the hiring manager and the hiring manager’s manager.
nferencing all over the World already. A simple policy guide for man
“For years we had been hearing about slooooow interview processes. We had been hearing about endless delays and interruptions in what should be a straightforward hiring exercise”. While a lot of the technical positions are outsourced, many Supply Chain Management positions are not. Most of the positions we will be hiring for are already defined such as an EDI analyst or a supply chain planner. There is little to no room to question or change these job specifications. There should be no obstacles like additional forms to fill out …. that should have been covered on the single employee application (if that is designed correctly).
My policy: a “no excuses” three day time limit from first interview to hiring decision. Company has video coagers will set the hiring process in concrete and caution about delays, changing the process at the last minute and other “tactics”.