Anatomy of a Classic Corporate Hiring Procedure
And Why its Guaranteed to Fail, Part II of III
By: Frank Risalvato

In the first article of this series, I outlined a specific 17 step hiring process that a Fortune corporation Client of ours was implementing. I also mentioned how their process was failing, resulting in significant lost revenue during each month that a Manager-level hire remained vacant. The company retained our services to take over the reigns in a retained recruiting capacity and oversee the contingency search firms involved in the search. At the same time, we were charged with studying the operation/procedures and reporting deficiencies back to our "boss" who was an executive in the human resource department.

Let's look at how each step actually hindered the process rather than contributing toward a successful hire.

Items #1, and #2: The Monster Ads and corporate web site ads used were lame. Even worse, they were mind-numbingly difficult to understand. Using company-specific jargon (which outsiders of the organization could not decipher) such as grade levels, etc. you were left scratching your head after reading each ad.

Read the full article at the following link:
http://www.recruitersworld.com/articles/risalvato/anatomy2.asp

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