What aspects of your hiring process would you change?
Director of IT in Software, 201 - 500 employees
I don't understand why references are checked so early in the process. We ask the candidate for references and of course, they're going to choose somebody that they know will give them a good reference. And under our current policy, if you like somebody before we make an offer, we do all the background checks. But at that point we don't even know that the candidate will accept the offer, so why are we spending all this time checking references? By the time you put the offer on the table, the candidate might say, "No, I have a better offer somewhere else."CIO in Education, 1,001 - 5,000 employees
Job descriptions need to be better defined, plus we spend way too much time with panel interviews that elongate the process.Director in Manufacturing, 1,001 - 5,000 employees
I would post salary ranges up front. And if they are wide, example 100k to $250k, give some guidance. 0-5 years typically between 100k 190k 5+ years 150k and above
I’d also want HR to deliver rejections with feedback from the interviewers that has been screened by them and approved
Last if role has 5 requirements, send me those with only 4 of the requirements if the search firm only found 3 candidates in the last month. Let me make a judgment call on adjusting requirements slightly without going through re-approval. That last part is probably only a very large corporate environment (100k+ employees, $40 billion revenue)
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