If Obama was my applicant? Has face value killed good recruiting and the reputation of a good candidate?

If Obama was my applicant? Has face value killed good recruiting?

Recruiting Blog Home > If Obama was my applicant? Has face value killed good recruiting?

Jan 21, 2010

by Michael Brandt - BrightMove Recruiting Software
I am on a plane right now and got an urge to write something that I find very important not only in recruitment but in how people evaluate and judge applicants and people in general. I use the analogy of President Obama simply because we are in a time of in your face smear campaigns and news, where our political opinion of a person is summed up and essentially defined by one act or one thing in a person’s entire career. Last night for example, I watched this news of Senator Harry Reid and President Clinton surrounding these comments deemed racist by many. The Republicans for the most part are saying he needs to step down and that he is a racist. The Democrats are saying racism isn’t in his character and this whole thing is being blown out of proportion. Regardless of the side, this will likely define Reid for some time and will be what we remember him by. Quite simply folks, that is such a bad way to measure anyone!!! I think we as citizens need to dig a little deeper to know the history of a person before we cast a blanket over them that sums them up good or bad.

I ask one question? Have ever you really stuck your foot in your mouth? Does that comment or action sum you up?

Now, apply this to recruitment today. We have a huge number of people globally looking for work. Unfortunately, we don’t have the resources or ability to dive deeply into each candidate but we do owe it to these applicants to give them the benefit of the doubt. We have to look at the person’s whole career and understand a bit more. If they were fired from a role, research why that might have happened. If they have a gap in employment, understand the circumstance. The resume does not make the applicant and nor does one or two indiscretions in his or her career.
Unfortunately, we will not get to a point any time soon where we get the whole picture on any politician, applicant or acquaintance but we will always hear what they did out of character. But that’s the problem isn’t it? We hear what is out of character because that’s the news or gossip. We need to understand what we don’t hear about or see on the resume. That’s the real news. If an applicant has the skills, dig a little deeper. Studies show that many highly talented people jump jobs because they aren’t challenged. If your applicant has moved jobs frequently, it could very well mean that the job didn’t challenge their abilities.

Human nature is to be competitive.

As you interview and review applicants, I also challenge you to help your applicants with their career. If an applicant is not the right fit for your organization, help them with meaningful feedback that might point them in the right direction.

Feedback is invaluable to a person looking for work. After all, it could be any one of us looking for a job next week and we would want the same.

By Alan Fitzpatrick on Jan 23, 2010

You raise some great points Michael. I’ve always found talking with others who knew the candidate in previous positions is very helpful, along with hearing the candidate’s description. I particularly like to talk to people who are not on the candidate’s reference list. A list of references, much like the references on LinkedIn, are usually fluff. Let’s face it, there are bad companies and bad bosses. By speaking with others in the organization a more well rounded view can be obtained.

Alan Fitzpatrick
Vonei LLC

By Jamie Davis on Jan 26, 2010

Mike, thought provoking post. Your political example provides another angle on this same subject -> the bait and switch. Those moments that stand out because they are inconsistent with the rest of the picture can either be someone slipping up (as i agree we all do) or they can be a mask-less moment of revealing their true identity.

In the hiring process, references can be a good source of information, particularly those that are off-list. Another way to peel back the layers is through the use of a validated psychometric instrument which can throw a yellow flag that your candidate might not be as they present themselves.

Tell us what you think. We would like to hear from you.

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