This article originally appeared in the HR Examiner. You can read the original here.
A slow-moving hiring process is like falling out of a 60-story building. The first part actually goes surprisingly well...until you hit the ground. As the saying goes, "It ain’t the fall that kills you -- it's the landing."
In hiring, you are always locked in competition with other employers (whether you remember that fact or not.) Ultimately, your success is determined by what you and your organization can offer, what a candidate can offer your organization, and how you can work together to make great things happen. It’s like you are in a tango dance competition, but in the competition you are a contestant,not the judge.
Human interaction is messy, complicated and time consuming. So managers who are short on time (or short on emotional intelligence) love the idea of anything that helps sort people into easy-to-understand, data-backed boxes. This is why the employment testing industry is worth $400 million.
Not long ago, most of my clients only had a vague idea what Glassdoor was all about. Now, in my first meetings with hiring executives, it’s rare for them not to bring up their employee reviews on career sites like Indeed and Glassdoor. In a small firm, particularly one where the CEO reports to a board of directors, online reviews get real personal, real fast. And the sudden onset of public accountability can give executives a severe case of Glassdoor Angst.
Hiring is an exercise in risk management. Hiring managers want the best hire possible; candidates want the best job possible.