Recruitment has no shortage of rules – written into processes and policies and many are simply accepted as “the way things are done”: always ask for a CV, never disclose the salary too soon, prioritise speed, measure success by time-to-hire, insist on a certain number of interviews – the list goes on.
Many of these practices began for perfectly sensible reasons, but as the world of work has changed, candidate expectations have changed and the technology available to recruiters has changed. So now it’s time to change the rules!
That is what we’ll be exploring throughout September in our new UK Recruiter article series, The Recruitment Rule I’d Break.
We’ve invited UK Recruiter partners and friends from across the recruitment industry to identify one widely accepted practice, belief or piece of “best practice” that they think we should abandon.
More importantly, we’ve asked them to tell us what should replace it.
Over the coming weeks, we’ll be sharing clear, experience-based perspectives from people working across the recruitment industry. Each contributor will choose one rule they would break, explain why it no longer works and suggest a more useful alternative.
We hope this series starts some useful conversations, challenges a few entrenched ideas and perhaps encourages you to reconsider one or two of the rules guiding your own recruitment decisions.
Let the rule-breaking begin.
