HR Stereotypes Or How To Lose The War For Talent

Photo by Van Tay Media on Unsplash

1) Irrelevant experience

There is no better example of recruiting stereotypes than this. In my experience, the most common job advertisement is the one that requests one thing in the title and something completely else in the body. Sometimes one can find two, three, or even more jobs combined in it. We should ask instead whether the job ad, together with its job description, indeed matches the vacancy and the true need of the organization.

2) Typos

You failed the first test if I see typos.“, writes Hope in her post. In 2008, when I became in charge of recruitment, I canceled CVs entirely. If you desire to apply for a job or work with us, just let us know. If you want to send us a CV, fine. If you want to write a letter or a short message, fine. If you drew a picture, sang a song, or just called in. It is also fine. Let us know how you want to contribute, what you know to do, what you would like to do, and that was it. We could discuss it, and we might figure out a solution. Or not. A typo can happen. Not a big deal. If you are a higher manager, you should know to write, and the sea of typos may stop you. It is not that much about typos. Grammatical mistakes or poor written expression is a problem for senior positions.

3) Inappropriate lengths

You’re applying for an entry-mid level job, and your resume is 3 pages long?“ And so what? „Changing a job couple of times?“ And so what? In my experience, many organizations prepare beautiful hiring ads. The candidate will discover that the company is a complete mess, once onboard only. No wonder people leave soon, even during their trial period. Most organizations I have ever visited do not have any career plans to help people understand their possible future options. And when they did, the progress was politically biased. It is because for many organizations the people are resources and costs. They love to speak about people as they are their most valuable assets, but they do nothing to keep them, nurture them and let them shine.

4) Poor optics

I mean you added so many designs elements, frills, lines, and icons to your resume that it looks too busy for me to even read.“ An elegant example of laziness. Isn’t the purpose of the recruiter to bring the best talent? Or it is a job, where you sit on the chair, with your leg on the table, irritated by any request, and only executing your power. I expect the HR recruiter to be proactive. She will dig deep to find out and bring the talent and stay objective regardless of the design of the CV. In my experience, most people have difficulty expressing what the best is in them. It is the role of the HR recruiter to find it and help the organization acquire the best.

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Michal Vallo

Michal Vallo

Building human organizations (www.michalvallo.eu) Chair in Agilia Conference / Agile Management Congress - inspiring people w/ new ideas to grow their business.